Ricoh deals with Compensation Management Growing Pains, chooses HCR Softwares CompensationXL Product

Jacksonville, Florida--(BUSINESS WIRE)—June 30th, 2008—HCR Software, a best-of-breed supplier of compensation management solutions, today announced that Ricoh Americas Corporation has selected HCR's CompensationXL Software to automate and upgrade
their compensation process. Ricoh's compensation management procedures had always been labor intensive, but after Ricoh acquired Lanier Worldwide, labor intensive turned into near impossible. Said Doris Dorey, Ricoh's Director, Compensation & HRIS: "We'd struggled with our manual Excel process, but when we suddenly went from 4,000 to 8,000 employees, it became unmanageable. We needed help." Ricoh conducted a thorough review of products in the marketplace and settled onHCR Software's CompensationXL Product.

Said Dorey of Ricoh's choice: "CompensationXL was the most robust product we looked at. It allowed our managers to continue using excel spreadsheets that they were familiar with, accessed via a slick, user-friendly interface. Also by leveraging Excel, we felt that CompensationXL made it much simpler to maintain going forward." Ricoh found that CompensationXL was the only product on the market that delivered the ability to automate Ricoh's unique compensation culture and process efficiently. Ricoh believes that CompensationXL will allow them to achieve 100% of their objectives for a new compensation management system with minimal change management issues. Ricoh delivers outstanding customer value through innovative document solutions, efficient processes and exceptional customer service. And to do so, Ricoh understands that in the intense competition for talent, the ability to recognize and reward top performers is
crucial. Toward that end, Ricoh's compensation professionals have toiled tirelessly for years to deliver quality, despite using a difficult and tedious manual process. The compensation spreadsheets were not the problem, but rather the intense administrative burden that surrounded them. This needed to be addressed not just for focal planning, but every month in the administration of their compensation plans. Ricoh is confident that CompensationXL will eliminate their comp issues, freeing HR to focus on strategic matters, while at the same time eliminating the training and support costs that usually surround the implementation of such pervasive systems.

"We spent way too much time on the administration process," Dorey said. "Now we can plan to work on strategic compensation, and researching best practices in total rewards for our employees Ricoh is expecting other benefits from the project as well. Linda Crawford
Ricoh's Manager of Compensation had this to say: "We're looking forward to having reports at our fingertips, not just the compensation department, but the managers too. CompensationXL will allow us to manage the entire process in real time, improve accuracy and help us with SOX Compliance." While many vendors arguably spread themselves too thin pursuing the holy grail of integrated talent management, HCR continues to make inroads focusing strictly on compensation management. Says President and CEO Jamie Davis: "We think the key to our success in the market-place is that we focus on our strengths; listening to our clients and automating their unique compensation strategies. We are pleased to welcome Ricoh to our growing list of satisfied clients.








http://hcrsoftware.com/index.php?option=com_frontpage&Itemid=1[HCR Software Solutions] was founded in 2006 by long-time HR services entrepreneur Mike Janis to automate the pay-for-performance strategies of medium to large organizations. HCR has developed a patent pending approach to automating unique compensation strategies.
CompensationXL leverages an organization's existing forms and spreadsheets as the basis for configuring the software. The result of HCR's approach is that managers find the software familiar and easy to use and the compensation department finds the software flexible
enough to support their unique needs. This revolutionary approach, which results in rapid implementation and return on investment has been embraced by leading companies such as HBO, Wendy's, Panasonic, Grant Thornton and many others. To learn more about HCR Software, visit them on the web at www.hcrsoftware.com



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HR XCEL President Called in as Software as a Service (SaaS) Expert

Charlotte, N.C. – WRAL's Local Tech Wire tapped Janet LeClair, president of human resources outsourcing firm HR XCEL, as an expert panelist for its "SaaS Road Show." LeClair is highly experienced in effectively employing SaaS, a topic that is catching fire across the country.

About 200 people attended the June 18 panel discussion held at Bank of America Stadium. The discussion covered the latest offerings, trends, opportunities and concerns in relation to Saas. LeClair stressed the powerful benefits reaped by SaaS adopters.

"SaaS looks to ways to improve efficiency, reduce costs and serve customers better," LeClair says. "And it allows business key staff to spend more time focused on their core business and less on software performance."
"At HR XCEL, we have found ways to leverage SaaS methodologies for highly effective service delivery, allowing us to streamline processes and provide exceptional service to our clients," LeClair added.

WRAL's Local Tech Wire delivers the latest news in the technology and life science sectors.

Janet LeClair has more than 25 years of leadership experience in Human Resource and Finance disciplines. Before joining HR XCEL, she spent eight of her nearly 20 years with Wachovia as Director of its HR Support Center, transforming it into a highly automated and efficient organization.

HR XCEL's outsourcing solutions include Comprehensive Human Resource Outsourcing, Benefits Administration, Payroll Outsourcing and Administration, COBRA Administration, Consumer Driven Healthcare Administration and FMLA Administration. Leverage the Software as a Service deployment model to provide flexible client facing solutions. Our client-focused approach allows us to meet your specific business needs and technology requirements—we move forward at a pace that works for you, with primary focus on your organization's unique priorities.

For more information, visit http://www.hrxcel.com.




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ELI® Survey to Assess Workplace Behavior, Business Culture, and Values Issues

ATLANTA, GA (July 1, 2008) – ELI has asked more than 3,500 human resources, compliance, and organizational executives to participate in a survey designed to uncover trends in workplace behavioral patterns, the types of behaviors causing the most serious business problems, and what organizations are doing to align employee behavior with corporate values to minimize business risk.

"We've been hearing that while they're still a problem, the blatant issues – those that are addressed by traditional sexual harassment training, compliance programs, and business ethics training – often aren't the ones organizations are struggling with on a day-to-day basis," says ELI president Stephen M. Paskoff, Esq. "This survey is designed to assess what the so-called subtle or grey-area issues are, how they're impacting the bottom line, and what training and cultural initiatives are proving to be successful in dealing with them."

In addition to focusing on the prevalence of specific behavioral problems – from illegal harassment to bullying in the workplace and other unprofessional conduct – the survey asks participants to share their perspectives on the skills managers need to effectively prevent and correct inappropriate behavior. Respondents are then asked questions about the organization's values statement, why it was developed, and what efforts are underway to integrate the values into the daily business culture.

The results of the survey will be compiled into a comprehensive research report that will be made available this fall through ELI and other sources. Upon completion of the survey, respondents will receive access to download a free chapter from Paskoff's book, "Teaching Big Shots to Behave and Other Human Resource Challenges." They will also be notified when the final report is published.

Participation in ELI's "Workplace Behavior, Business Culture, and Values Survey" is open to the public. All respondents' names, organizations, and other identifying information will be kept confidential.

About ELI
Founded in 1986, ELI is a training company that teaches professional workplace conduct, helping clients translate their values into behaviors, increase employee contribution, build respectful and inclusive cultures, and reduce legal and ethical risk. Stephen M. Paskoff, Esq., the company's founder and president, is a nationally recognized speaker and author on issues ranging from workplace harassment and bullying prevention to behavior change and related business culture topics. A former trial attorney for the EEOC and partner in a management law firm, he is a member of the Georgia and Pennsylvania bars. Representative clients include Cox Communications, Nestle Purina PetCare, Partners Healthcare, McKesson, GlaxoSmithKline, and Verizon Wireless.


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MANGEMENT MENTORS OFFERS A GAMING APPROACH TO FINDING A MENTOR MentorQuest Beta Makes Pairing Professional Traits and Characteristics Fun and Interactive

Chestnut Hill, MA, June 30, 2008 – Management Mentors, a mentoring partner resource for companies and universities, announced today the beta launch of Mentor-Quest, an easy to use, web-based tool for helping to identify a professional mentor within an organization or business community. Research has shown that pairing talented, experienced employees with promising, recently hired, employees increases the return on the investment of that employee by expanding business initiatives, reducing turnover costs and improving overall productivity.

The skills of a company's executives and employees are among the most valuable assets of any organization. Corporate and executive mentoring programs provide a means of cultivating those skills throughout the organization. Licensed to an individual, Mentor-Quest users can log on at work or home to complete the online program that will leave them with a useable profile of their ideal mentor as well as strategies for approaching an individual for this purpose.

"I'm new to my job and would love to find someone who can help me to maneuver the ins and outs of my new position," said Jessica Tardif. "A friend referred me to Mentor-Quest, and I tried it. The website was interactive, light-hearted and fun to use. I now have a good idea of who I can approach within my company to help guide me through this transition."

"Our experience has shown that one of the most difficult steps in a successful mentor/mentored relationship is making the right pairing in an efficient manner," said Rene Petrin, President of Management Mentors. "We're hoping that Mentor-Quest will aid in this effort by helping an employee learn more about themselves, identify where they need professional guidance and most importantly, how to approach a more senior professional to ask for support."

Mentor-Quest is designed in a gaming format and is played out in a university setting. Users meet a "guide" who accompanies them through the self-directed process of identifying personal traits and characteristics that they can then pair with potential Mentors. Since this is an individual and private program, users can be honest and comfortable in submitting their responses, resulting in a more realistic profile of themselves.

Mentor-Quest licenses will be made available this summer for $59.00. More information on the beta version of Mentor-Quest can be found at: http://www.management-mentors.com/mentor-quest.aspx.


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Nobscots New FirstDays Aids Retention & Onboarding of New Hires

HONOLULU (June 30, 2008) --- Nobscot Corporation today announced an automated new hire survey system called FirstDays that is designed to help companies reduce new employee departures by identifying organizational weaknesses in recruitment and onboarding practices. The new online software package provides customizable employee and supervisor surveys along with point-and-click reporting tools that can uncover problems ranging from poor candidate evaluation and expectation-setting to unfriendly co-workers, weak on-the-job communication and failure to convey company goals.

FirstDays addresses the widespread problem of early attrition. One 2007 study found that one-third of employers experience a hiring failure rate of 10% to 25% within the first year, while another one-tenth see between 25% to 50% of their new hires leave within the same period.

Using methodologies developed for Nobscot's highly regarded WebExit exit interview platform, FirstDays enables HR managers to improve new hire retention with tools including:

• New hire surveys related to the work environment, management, company, employee orientation program and the job itself. Questions delve into issues such as whether the job matches the employee's expectations, workload manageability, co-worker support, training quality, supervisor encouragement, clarity of corporate goals, and perceived professional growth opportunities.

• Supervisor/manager surveys designed to ascertain the quality of both the hire and the hiring process. Questions cover issues such as how fast the employee adjusted, whether the new hire has the skills needed to perform the job, whether he or she is getting along with colleagues, and whether HR filled the job in a timely manner.

• Point-and-click reports, including easy-to-read charts and graphs, that aggregate survey responses and present findings by department, division, companywide or any other parameter. The data can flag both individual and systemic problems, reveal weaknesses in training and recruiting processes, help identify high potential employees at an early stage, pinpoint management shortcomings in onboarding new employees, and provide other information to help improve hiring procedures and overall retention rates.

HR personnel can configure FirstDays to survey new hires on any schedule (eg 45, 60 or 90 days), conduct baseline as well as followup surveys if desired, and pre-set the system to distribute surveys electronically at the appropriate time with no manual intervention.

"Everyone worries about recruiting the right people and getting them on the right track once they are on board, but most organizations fail to take the most obvious step to improve the process: ask the employee what's right and what's wrong," said Nobscot CEO Beth N. Carvin. "We developed FirstDays to gather this information in an automated manner, get at the root of any problems, and help companies do a better job of bringing early attrition under control."

FirstDays is available immediately. Subscription pricing, based on the number of new hires per year, includes unlimited reports, 24x7 access and technical support.

About Nobscot Corporation
Nobscot Corporation is a provider of online software tools and associated services designed to generate comprehensive, actionable information that can assist companies in combating turnover, onboarding employees and recovering from downsizing. WebExit, the company's flagship product, is the gold standard for exit interview automation designed to help identify reasons for employee turnover. It is used by organizations in over 20 countries and received a prestigious Top 10 HR Products of the Year award from HR Executive Magazine. For more information, visit http://www.Nobscot.com.



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SECOVA NAMED TO THE 2008 GLOBAL SERVICES 100 COMPANIES LIST

NEWPORT BEACH, Calif., June 26, 2008 – Secova, a leading provider of human resource and
benefits management services, today announced its has been named to the 2008 Global Services 100, honoring 100 global companies that demonstrate leadership, innovation and outstanding performance in information-technology (ITO) and business process outsourcing (BPO).

The 2008 Global Services 100 (www.globalservices100.com), selected on the basis of a research study conducted by neoIT and Global Services Media, holds the distinction of being the only objective awards program of its kind in the offshore outsourcing industry. The study honors the leading providers of business and technology services and is designed to enable buyers of business and technology services to short list the leading providers in key service-delivery areas.

"We are excited to be on this list with top global companies such as Computer Sciences Corporation, EDS and IBM, it certainly showcases Secova's leadership in delivering valuable, effective benefits administration outsourcing services to clients through our global operations," said Joel Carter, Vice President of Client Services for Secova.

About Secova
Secova delivers HR and benefits management services focused on helping clients control and drive down the costs of their health and welfare benefits offerings through three essential steps –
Audit, Implement and Manage. While many outsourcing solutions modify pre-set vendor/service programs, Secova offers a distinctive, flexible approach. Through the company's Value Sourcing model, each solution can be shaped based on individual client goals and strategies. Secova determines the optimum mix of processes, technologies and service locations to help clients stay competitive in today's marketplace.

Secova's clients, who employ almost 2.5 million employees total, range from mid-sized to the Fortune 500. With its focus on helping clients reduce costs and streamline their HR processes, Secova in 2007 has saved its clients well over 10% in their healthcare costs through its audit services alone. For more information, visit the company's website at www.secova.com.

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nowHIRE Elite Business Edition Automates Recruiting, Hiring for Small and Mid-Size Businesses

DETROIT – June 26, 2008 – Applicant tracking system provider nowHIRE.com introduced the nowHIRE Elite Business Edition, providing small to mid-size businesses all the hiring management advantages enjoyed by the company's large corporate clients.

The Elite Business Edition is a Web-based applicant tracking system focused on the targeted hiring needs of smaller organizations. Its features focus on automating the paper-laden and often manual process or recruiting, hiring and on-boarding candidates.

Large corporate-level customers usually require an automated system that tracks the applicant through the entire employment lifecycle, including – the employee's ongoing professional development. Such systems, often called "talent management systems," are overkill for many smaller organizations.

"We're increasingly talking to companies that know they need to automate their recruiting and hiring, but just don't need to invest the time and budget to bring on a full-featured, enterprise ATS," said Joseph Impastato, founder and chief executive officer. "Still, they want to be sure the basic system can be scaled to their talent management needs as they grow."

The nowHIRE Elite Business Edition enables companies to offer an Extreme Support Philosophy, providing toll-free and email support to job candidates as they apply on the Web. This promotes the employer's responsiveness, and helps candidates avoid the feeling their application has fallen into a "black hole."

These management and customer-service oriented features impress job candidates with the feeling that the company has a true "culture of communications," and values applicants' time.

nowHIRE's Elite Business Edition helps companies easily manage job requisitions, candidates, interviews and background checks; pre-screen and rank candidates; schedule interviews; merge duplicate records; generate ad-hoc reports; integrate with third-party systems; use prescreening questions and custom scoring, and pre-populate their company application with applicant-supplied data.

In addition, the Elite Business Edition automates job board integration as well as the entire job application submission and management process. It can also implement pre-employment assessment and pre-screening tools, plus receive E-Verify Program integration and support to ensure a legal workforce.
About nowHIRE
Since 1998, nowHIRE has provided applicant tracking systems for companies of every size within diverse vertical markets. Their industry-defining solutions feature fully integrated, Web-based recruiting and applicant tracking software modules. Companies can configure the software to their specific recruiting needs—for hourly, salaried, internal or contingent employees, or any combination thereof.
Media Contacts

Joseph N Impastato II
nowHIRE
586-778-8491 (x15)
joseph.impastato(at)nowHIRE.com

Gail DeLano
Fisher Vista, LLC / HRmarketer.com
831-685-9700
gdelano(at)fishervista.com

Adriana Saldana
Fisher Vista, LLC / HRmarketer.com
831-685-9700
asaldana(at)hrmarketer.com




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Vangent White Paper Identifies 10 Major Trends Strategically Impacting Corporate Recruiting

Chicago, IL - June 26, 2008 - With a troubling supply-demand ratio of high potential talent, recruiting and hiring managers must position themselves to achieve competitive recruiting advantages through improved planning and execution, according to a new white paper from Vangent.

10 Megatrends Impacting Corporate Recruiting: A Strategic Perspective summarizes the ten major trends that are reshaping the global landscape of corporate recruiting, highlights key strategies for responding to these trends, and presents three case studies focusing on talent acquisition best practices.

In this white paper, Dr. John W. Jones, a noted Industrial-Organizational Psychologist, breaks down the recruiting megatrends into two major categories. The first five trends deal with strategic positioning and the scarcity of relevant talent. Trends six through ten deal with new perspectives on the recruitment process along with new recruitment technologies. The ten megatrends as described in the white paper are:

Strategic Positioning & Talent Scarcity:
Megatrend 1 – Strategic Alignment of All Recruiting Efforts
Megatrend 2 – Conceptualizing Corporate Recruiters as Brand Managers
Megatrend 3 – Intensifying Generational Shifts in U.S. Workforce
Megatrend 4 – Embracing the "Free Agent" Talent Force
Megatrend 5 – Tightening of the Global Labor Market

New Perspectives & Technologies:
Megatrend 6 – The Retention Imperative for Internal Recruiting
Megatrend 7 – Aligning Recruitment with Risk Management
Megatrend 8 – Deploying the Next Generation of Applicant Tracking Systems
Megatrend 9 – Web 2.0 Collaboration Technologies Infiltrating Recruiting
Megatrend 10 – Managing Recruitment as a Decision Science

"Organizations are progressively transforming their human resource function into a strategically aligned Human Capital Management (HCM) environment that leverages highly talented workers as a major source of business success and competitive advantage," says Dr. John Jones, Vangent's Vice President and Chief Scientist. "Accordingly, it is important that talent acquisition leaders can identify, understand, and proactively confront the vital trends that impact their ability to attract and retain a premier workforce."


Click here to download a complimentary copy of this white paper.

About Vangent, Inc.
With over 5,500 employees worldwide, Vangent, Inc. is a leading global provider of Consulting, Systems Integration, Human Capital Management, and Business Process Outsourcing services to the U.S. federal and international governments, higher education institutions, and corporations. Through Vangent's Human Capital products and services, thousands of clients have successfully improved their workforce acquisition, development, and advancement. From industry-leading selection and hiring solutions, to best of breed learning, organizational development, and talent management solutions, Vangent helps clients achieve the greatest return from their human capital. For more information, please visit www.vangent-hcm.com.

Contact:

Paul Meskanick
(724) 898-7855
Paul.Meskanick(at)vangent.com

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Corporate Counseling Associates Brings Expertise in Human Behavior to Help Companies Enhance Their Sustainability

NEW YORK / June 26, 2008 – Sustainability is more of an imperative than ever for businesses, thanks to a number of converging forces. Companies are increasingly recognizing their social, economic and environmental impact on the world around them, and looking for ways to reduce waste and increase efficiency. At the same time, a growing insistence has emerged among customers and potential employees to work with companies that demonstrate this awareness.

In response, workforce consulting firm Corporate Counseling Associates is partnering with Jeana Wirtenberg & Associates and SKN Worldwide—renowned experts in the sustainability field—to help organizations initiate behavioral change to meet sustainability goals. The partnership is designed to provide clients a unique combination of business strategy and psychological expertise.

Sustainability expands the definition of business success to include social, economic and environmental measures. Improving sustainability can not only enhance a company's competitive advantage and employee retention, but also save money by reducing waste and inefficiency. CCA believes that workplace behavior change is necessary to accomplish such goals, through tools such as change management, coaching and training. Yet many organizations miss this critical human side of the equation.

"While consumers are busy buying hybrid cars and switching to compact fluorescent light bulbs, companies are realizing that sustainability is an essential competitive strategy for profitability, market share and being an employer of choice," said Steve Salee, senior vice president of consultative services for CCA. "However, most sustainability initiatives will fail unless the people in these companies become aware of, and change, their unsustainable behavior."

Under the new partnership, CCA recently hosted a discussion with Jeana Wirtenberg, Ph.D. and Bill Russell, co-authors of the forthcoming book, The Sustainable Enterprise Fieldbook: When It All Comes Together. The authors believe that HR plays a crucial role in helping organizations develop the needed qualities for sustainability: raising awareness of the "big picture," and instilling environmental values across the workforce, from senior managers to front-line staff.

Since its inception, CCA has supported the social side of sustainability through its EAP services—which help organizations, employees and family members improve their health, well-being, and work-life balance—and a broad range of wellness programs, including training programs on workplace ethics and workplace respect.

Salee has authored a white paper on the subject, now available on the CCA website. The firm has also launched a wellness seminar entitled "The Environmentally Conscious Employee."

"Working together, our firms bring clients a unique combination of sustainability, business strategy and psychological expertise necessary to make sustainability initiatives a lasting success," Salee added.

To download's Salee's paper, visit: http://www.corporatecounseling.com/channels_new/news/white_papers.html

To learn more about Wirtenberg and Russell's book, visit:
www.TheSustainableEnterpriseFieldbook.net


About Corporate Counseling Associates
Corporate Counseling Associates (CCA) started in 1984 with a passion for helping people, and remains committed to helping companies get the most from their workforce. CCA reduces business risk triggered by people issues. CCA's key service offerings include EAP & Work/Life, Risk Mitigation, Learning and Organization Development and Human Capital Consulting. With more than 23 years of experience, CCA brings a full-time staff of industrial and clinical psychologists, social workers and counseling professionals to solve human capital-based business problems. CCA employs flexibility, agility and creative thinking to deliver high-impact performance results. For more information, call (212) 686-6827 or visit www.corporatecounseling.com.

Media Contact:
Georgia Critsimilios, Corporate Counseling Associates
212-686-6827
ghc(a)corporatecounseling.com

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Survey: U.S. Executives Rank Lost Productivity as the #1 Issue Impacted by Employee Turnover

ORLANDO, FL – June 26, 2008 -- According to TalentKeepers' 2008 Employee Turnover Trends research report, U.S. executives rank lost productivity as the #1 issue impacted by employee turnover. Lost productivity was followed by diminished service quality, decreased employee morale, lost organizational knowledge, and higher recruiting costs.

The survey gathers detailed turnover data from major U.S. based organizations representing every major industry. This year's survey response was the largest yet, with over 600 participating organizations.

"It used to be that employee turnover was considered solely an HR problem, but now top executives are beginning to see the far-reaching impact of turnover and its implications," explains Craig Taylor, VP of Client Services for TalentKeepers and senior research author of the 2008 Employee Turnover Trends report. "It starts a domino effect that will eventually touch all aspects of an organization. The key is to stop the chain reaction by implementing tactical retention strategies before the last domino falls."

The report also shows an increase in several training, development, and employee engagement-focused retention strategies from last year. The number of companies conducting employee satisfaction surveys jumped 16% from last year, while companies offering training and development increased 5% and onboarding and orientation programs increased by 3%.

"Of course we assume these increases in progressive retention strategies are due to the increased awareness of turnover's far-reaching organizational effects," comments Taylor. "What's discouraging, however, is that these strategies have missed their target. The method shown to be the most effective in reducing employee turnover is the implementation of front-line leader training in retention skills, of which there was no increase from last year. But it's a tough sell to get senior-level management and executives to see the necessity of involving front-line leaders in the retention strategy. We have scores of research showing the powerful influence leaders have on employees' decisions to stay or leave an organization; now we just have to get executives to invest in the concept."

This and other turnover data is available in TalentKeepers' 2008 Employee Turnover Trends Report. For more information or to obtain a copy of the report, please contact Mara Schwartz at e-mail protected
from spam bots.

About TalentKeepers®
TalentKeepers®, Inc. is a global leader in employee retention research, award-winning solutions, and proven results in reducing unwanted turnover through their Web-based program RetentionWorks®. TalentKeepers' unique solutions consistently achieve strong results by focusing on improving the retention skills of front line leaders and involving employees and executives in the effort to build a culture of retention and engagement that improves business results. TalentKeepers® was founded in 2000 by Fredric D. Frank along with co-founder Christopher Mulligan, together totaling over 40 years of combined human resources experience.

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Specialist Business Developer and Consultant, Greg Sheldon Joins the Rideau Team

Montreal and New York City, April 28, 2008 – Rideau Recognition Solutions announces the appointment of Greg Sheldon, newly responsible for business development and consulting services. In his new role with Rideau, Greg will work closely with clients to help craft recognition and incentive strategies that drive measurable improvement in strategic areas such as:
customer loyalty, employee retention, productivity, and performance.

He understands and is an expert in the recognition and incentive business. Greg also has an extensive background assisting clients in the design, implementation and management of customer loyalty and sales incentive programs.

"Recognition, incentive, and loyalty marketing initiatives can no longer be designed and operated in silos such as HR, the sales or marketing department; it takes buy in and active participation across the enterprise," states Mr. Sheldon. "The rewards should be tangible reminders and reinforcement touch points that show genuine appreciation. Rideau truly gets and lives that concept with clients and its own employees and that's the reason I'm excited and proud to be joining their team."

Peter Hart said of the new addition, "It's always exciting to add a new member to our Rideau family. I know Greg's industry experience and established business relationships will help Rideau grow and reach a new level of excellence."

About Rideau
Rideau's Technology Enabled Services enhances all of the relationships that impact business performance through a comprehensive suite of rewards and recognition products. Rideau's Human Capital Management (HCM) offerings include performance awards that reinforce excellent work habits and celebrate achievement and service awards that commemorate loyalty. It's a unique, bundled approach that has caught on among many of the Fortune 500 and leading HRO providers. From RBC to Boeing and from H&R Block to Bell Canada, global businesses of all sizes use Rideau's rewards and recognition solutions to reduce turnover and engender loyalty. For more information, please call 1.877.789.0449, extension 242.



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TalentQuest Expands Management Team

ATLANTA / June 25, 2008 – TalentQuest, a human capital management consulting firm that strengthens organizational performance by blending the art of consulting with the science of technology, today announced that J. Steve Bush has joined the firm's management team as chief administrative officer.

"The addition of a chief administrative officer to our team is evidence of TalentQuest's continued growth and evolution," said Dr. Frank Merritt, president of TalentQuest. "Steve's leadership of our accounting, finance, human resources, administrative, and legal functions will help ensure we are able to effectively and efficiently scale our operations while continuing to meet our clients' needs and exceed their expectations."

Prior to joining TalentQuest, Bush served as Director of Customer Service and Market General Manager for Recall North America, a document management company. In his numerous positions there, he focused on process design and improvement, standard operating procedures, and business analytics. Steve has also worked for Chevron Pipe Line and Georgia Power Company.

"I am thrilled to be joining the TalentQuest team. I have seen firsthand the value that TalentQuest can bring to an organization, and was extraordinarily impressed by the caliber of people I met during my interview process," Bush said. "I am looking forward to doing everything I can in support of the firm's continued growth."

Steve earned a Bachelor of Science degree in Electrical Engineering from Auburn University, and a Master of Business Administration degree from the University of Chicago Graduate School of Business.

"Steve is a high achiever with rock-solid values and equally strong character," Merritt concluded. "He will undoubtedly prove to be an invaluable member of our management team."

About TalentQuest

TalentQuest has been strengthening organizational performance and advancing leadership for more than 35 years by blending the art of consulting with the science of technology. Our consultants and organizational psychologists deliver fully integrated Human Capital Management consulting and Talent Management solutions that span the entire employee lifecycle - from talent selection to leadership succession - enabling organizations to maximize the value of their investment in people. TalentQuest is based in Atlanta, Ga., and has offices in Seattle and New York. To learn more, please visit www.TalentQuest.com.

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Perth Leadership Institute Announces Updated Business Acumen White Paper

(Gainesville, Florida, June 24, 2008) The Perth Leadership Institute (http://www.perthleadership.org/), the industry leader in business acumen assessment and development programs, today announced the availability of its updated White Paper on the role of business acumen in leadership development programs. The White Paper has been re-issued due to its great popularity and the rapid emergence of a high level of interest in business acumen programs spurred by the current economic downturn. The White Paper shows that business acumen assessment and development needs to be included in leadership development programs to increase their effectiveness, shows what the main components of a business acumen program should be, highlights the distinction between business literacy training, business simulations
and business acumen assessment and includes program templates that can be used by HR and leadership development executives as a basis for such programs.

The research is based on the book by Dr. E. Ted Prince, Founder and CEO of the Institute, entitled The Three Financial Styles of Very Successful Leaders, published by McGraw-Hill in 2005.

According to Dr. Prince, "We have re-issued and updated this White Paper due to high popular demand and because economic conditions have led to a high demand for such programs. Leadership development programs in general have ignored the crucial issue of business acumen measurement and assessment and have therefore not addressed a key issue for business managers and executives in developing business acumen. Some companies have started to try to address this issue but instead have introduced business literacy or business simulation programs, which still does not address the issue. Our White Paper shows companies the importance of the issue and provides practical steps to address it. This provides a radically different and innovative new tool for companies to train their people in new ways to address the profitability issues raised by the current economic downturn."

The Perth Leadership Institute has developed new leadership assessments based on its research. These form part of its leadership development program suite for executives. These include its individual, team and C-level financial performance programs.

Perth has already announced the release of its Financial Outcome Assessment®, an online instrument which assesses the business acumen of executives and managers and shows them how to develop it.

The Perth Leadership Institute was founded in 2002 in Gainesville, Florida, by Dr. E. Ted Prince to carry out research into the linkages between behavior and company financial outcomes. Its programs are targeted at executives and managers and are used for leadership and executive development, talent management, succession planning and to improve individual and team financial performance at the middle and senior levels of organizations.

To obtain more information, email e-mail protected
from spam bots or call (352) 333 3768.

Perth Leadership Institute
(352)333-3768
e-mail protected
from spam bots
www.perthleadership.org



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Patients Not the Only Ones Sick in Some Health Systems

The culprits? Toxic hospital cultures, loss of clarity about strategic direction and factors in individual executives that inhibit them from leading effectively.

"The cost to business can be excruciating, endangering patient lives as critical mistakes rise, causing profits to hemorrhage as elective procedures plummet and staining hard-won reputations for workplace excellence as staff murmurings and patient complaints escape hospital walls," says Dan Kendall, managing director of the Global Consulting Partnership (tGCP), a firm that helps a nationwide roster of Fortune 1000 clients solve the people problems that undermine their profitability, Kendall has just established a Raleigh office with a dual focus on health-based companies and growing public and privately-held businesses.

Rebuilding entails uncovering the underlying emotional currents causing the problems, identifying and strengthening both systemic and individual weaknesses and reorienting teams toward the health care organization's mission and business strategies.

In fact, says Kendall, although health systems administrators and health care professionals are quick to recognize the medical terms used to describe ailing companies and to grasp their impact not only on the bottom line but also on the lives they are trying to protect, any firm that employs people can have similar issues.

"A manufacturing firm, for instance, could develop a toxic culture characterized by the backbiting, silent feuds and territory wars that can undermine employee engagement and confidence—and, ultimately, the company's profitability. Under such conditions, critical manufacturing mistakes can soar, leading to further declines in morale. It can become a vicious cycle that management often don't know how to break," Kendall explains.

"We are able to come into a situation like that—whether it be in a manufacturing concern, a hospital, large professional services firm or other business—and uncover the underlying dynamics, take the emotional fire away from the powder keg and get the team pulling toward a common goal. The process sometimes also reveals the need for executive coaching among leaders new to their roles or those with new responsibilities from a merger or acquisition."

"It comes as a huge relief to C-level executives to find practical solutions to these issues that detract from their core work. It takes tremendous emotional energy, not to say time, to deal with simmering 'people' issues such as these. Many managers claim to spend as much as one-half of each day dealing with them. That's a huge amount of power to return to the business of running your business."

About tGCP
tGCP shows companies how to align their people practices and business culture in order to execute strategy successfully and lift profits to the next level. Experts in executive development, team dynamics and organizational performance, tGCP's consultants optimize corporate potential for leading names in health care, transportation, legal services and manufacturing. In addition to its new office in Raleigh, it maintains offices in northern Virginia; Cincinnati, OH; Columbus, OH; Nashville, TN; and headquarters in suburban Philadelphia, PA.



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A.J. OConnor Forms Human Resource Advisory Group

Parsippany, NJ – June 24, 2008 – A.J. O'Connor Associates announced it has formed the Senior Human Resource Advisory Board. The board brings together senior human resource leaders from the top companies in the Tri-state area of New York, New Jersey and Connecticut with the intent of providing a forum to share ideas and discuss business challenges.

"We formed this group to fill a need for a forum for senior human resource executives," said Andrew J. O'Connor III, President of A.J. O'Connor. "We saw an opportunity to bring together senior leaders to enable them to share ideas with each other in a productive setting."

Senior Human Resource Advisory Board members include senior executives from top companies in the healthcare, pharmaceuticals, consumer products and technology industries, including McCann Healthcare, The Nielsen Company, Realogy Corporation and Thermo Fisher Scientific. Members have an average 20 years experience in human resources and currently oversee the human resources function for their company.

A.J. O'Connor hosted the first meeting in March 2008 and plans to host three additional meetings in 2008. The March meeting provided attendees with a forum to support one another with ideas, strategies and a strong network with an eye towards fostering learning for the executives.

"The advisory board provides me with a good network to ensure my company is current in our thinking and practices," said Tim Grace, vice president of human resources and administration at Schindler Elevator Corporation. "It's a way to informally learn and share HR best practices and keep current with HR trends, so we can support our respective businesses in a progressive manner."

About A.J. O'Connor Associates
Founded in 1983, A.J. O'Connor Associates is a recognized leader in providing human capital solutions. Specifically, the company offers executive assessment and coaching, leadership and organizational development and career transition services to Fortune 500 and mid-sized companies. A.J. O'Connor is headquartered in the New York metropolitan area and has a worldwide presence. For more information, visit http://www.ajoconnor.com/.



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Select the Most Talented People and Keep Them Happy: The "50 Best Small & Medium Companies to Work For" Reveal a Simple Maxim for Success

San Francisco, CA (June 23, 2008)–Today Great Place to Work® Institute revealed the winners of the 2008 "50 Best Small & Medium Companies to Work For" competition with Dixon Schwabl, a marketing and advertising firm from Victor, NY and Ultimate Software, a workforce management software solution from Weston, FL, taking home the coveted #1 spots on the small and medium lists, respectively. Both of the winners demonstrate a simple strategy for success as a quality workplace and a productive business: Select the most talented people and keep them happy.

Scott Sherr, President and CEO of Ultimate Software, has built a company and a culture where everyone feels valued, has access to training and growth opportunities, and recognizes his or her role in helping Ultimate Software achieve its business goals. Scherr maintains that recruiting and retaining top talent is his highest priority and key to the business' success. Employees at Ultimate Software openly admit, "I find the management here treats employees as real people, not just a slot on the org chart. This makes working here a pleasure and has the biggest impact on job satisfaction. Being happy… is the reason I stay."

Rigorous recruiting and screening practices ensure that Dixon Schwabl finds the right people to join the agency. All candidates are interviewed by several employees and by CEO, Lauren Dixon. The eclectic backgrounds of the team there, from former professors and bank executives, to shoe salesmen and DJs, contribute to the creativity and ingenuity for which this marketing firm is known. Unique programs and benefits enhance Dixon Schwabl's already strong culture, leading one employee to comment "every week something happens here that reminds me how lucky I am to work in such an amazing environment."

Great Place to Work® Institute, a research and consulting firm that has spent the last three decades identifying and studying the Best Companies to Work for, list after list sees the top workplaces exhibiting the same qualities: camaraderie, respect, pride, fairness and credibility – the dimensions of the Great Place to Work® Model©. "At Best Companies, over 90% of employees say 'I feel I can make a difference here, I look forward to coming to work here'," says Hal Adler, President of the Institute. "The Best Companies hire people who want to make a difference and create opportunities and an environment where those people can have an impact. The perks and benefits are just accessories to the pervasive, strong, and unique cultures at these companies."

The 50 Companies featured on this year's "50 Best Small & Medium Companies to Work For" list represent a wide array of industries and locations but all sport a strong foundation that enables employees to flourish and experience unparalleled satisfaction at work. A full list of winners can be found at www.greatplacetowork.com along with feature stories on the two #1 companies to work for: "The Made it Happen: Dixon Schwabl is #1" and "Ultimate Software – It's all in the teamwork!"

About the Great Place to Work® Institute
Dedicated for 26 years to "building a better society by helping companies transform their workplaces," the Great Place to Work® Institute is a global research and consulting firm headquartered in San Francisco, with 30 affiliates in Europe, the Americas, Asia and Oceania. The Institute uses its Trust Index© employee survey and Culture Audit® to produce the FORTUNE 100 Best Companies to Work For® and the "Best Small & Medium Companies to Work for in America" lists in addition to best companies lists around the world. The Institute recognizes the world's best workplaces and provides conferences, workshops and advisory and consulting services to those who seek to create great workplaces of their own. For more information, visit www.greatplacetowork.com.



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Talent Technology Announces Oracle® iRecruitment Connector Version 2.0 for Resume Mirror Extraction Enterprise

Vancouver, BC and Las Vegas, NV – June 23, 2008 – Talent Technology Corporation, provider of award-winning Resume Mirror resume parsing and extraction software for corporate HR departments, announced the Version 2.0 release of its Oracle iRecruitment Connector for Resume Mirror Extraction Enterprise (RMX Enterprise) today at the Global OHUG 2008 Conference.

"We are excited to feature our latest Oracle iRecruitment Connector here at the Oracle Human Capital Management (HCM) Users Group Conference in Las Vegas," says Jade Bourelle, CEO, Talent Technology, "The robust system administration capabilities and web browser interface provide a productivity boost to recruiters and hiring managers, allowing them to be "power users", able to manage their system without heavy reliance on busy IT resources".

The comprehensive system administration module and enhanced error log handling capabilities of version 2.0 of the Oracle iRecruitment connector enables HR departments to use and maintain their Resume Mirror solution while respecting the workflows, rules and controls that protect the integrity of the core enterprise database.

"Our out-of-the-box integration technology leverages years of development expertise and experience in integrating resume extraction and parsing technologies with our customers'
recruiting solutions ", said Andrew Cunsolo, Director of RM Product Development, Talent Technology, "RMX Enterprise customers benefit from faster deployment times, easier maintenance and reduced costs with our Oracle iRecruitment Connector".

RMX Enterprise is delivered as an on-demand hosted service providing advanced resume extraction and resume parsing functionality for users of Oracle iRecruitment. It virtually eliminates the need for manual data entry or manual processing of resumes and dramatically improves the ease with which candidates can apply for jobs on a company's career portal, resulting in a higher number of quality applicants.

Currently processing millions of candidate resumes every month, RMX Enterprise is the leading solution for companies in the Fortune 1000.

Media, customers, and partners are invited to visit Talent Technology in booth #426 in the Grand Ballroom at OHUG 2008 to learn how Resume Mirror Extraction and Resume Mirror Search can add value to Oracle HCM investments.

Talent Technology will also be co-presenting a session with Sue Sellers from Symantec: Symantec Success with eRecruit and Resume Mirror - Wednesday, June 25, 2008 3:15 pm - 4:15 pm in Room MEC C3.

Resume Mirror Extraction Enterprise is available directly from Talent Technology Corporation. For more information or to schedule a live demo of RMX Enterprise's Resume Parsing and Extraction technology, visit www.talenttech.com.

Talent Technology customers should contact Resume Mirror Support at 1.866.919.9989 or e-mail protected
from spam bots for additional information.

About Talent Technology Corporation

Talent Technology Corporation is a leading provider of on-demand applicant tracking and
component recruiting technology for the recruiting/staffing industry and corporate HR departments. Our award-winning Resume Mirror products lead the market in providing resume extraction, resume parsing and conceptual resume search solutions for all forms of recruiting systems across all sizes of organizations in all types of industries. Resume Mirror Extraction and Search Technology can be found as embedded components or add-on modules to the world's leading ERP systems, including Oracle iRecruitment and PeopleSoft Talent Acquisition Manager (TAM). In addition, hundreds of organizations ranging from Fortune 1000 firms to independent recruiting/staffing agencies rely on our products to automate, improve and better manage their sourcing,
recruiting and hiring processes. Learn more about Talent Technology at www.talenttech.com or call 1.866.747.3375.

###

Oracle and PeopleSoft are registered trademarks of Oracle Corporation and/or its affiliates. All other product and service names mentioned herein may be the trademarks of their respective owners.



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NCOA Calls on IRS to Reach Out to Low-Income Seniors

Statement by James P. Firman, President and CEO of the National Council on Aging

Washington, D.C. - June 21, 2008 - The National Council on Aging (NCOA), a national leader in finding and enrolling older Americans in benefits programs, urges the IRS to immediately redouble their efforts to reach the 5.2 million people eligible for economic stimulus payments but who have not yet filed. While we applaud their success in reaching 13.6 million of the approximately 19 million individuals found eligible by the Social Security Administration and Veterans Administration, it is critical the IRS connect with the approximate 26% who have not yet filed for the payment.

With an October 15 deadline to file, it is becoming increasingly urgent to reach people who have not filed for the payments they deserve. The economic stimulus payment of $300 paid to a single person, and $600 to a couple, mean a lot to seniors of modest means. This is true more than ever with rising gas, food, and health care costs.

The IRS's announcement to open their offices on specific Saturdays and send out another mailing is important and NCOA urges the IRS to make sure the mailings are carefully crafted to get the attention of those seniors and veterans who have not yet filed – using the simplest and most direct process possible to encourage a greater response, including pre-filled out tax forms. We also urge the IRS to employ a nationwide media campaign to reinforce this effort, using local data to get the attention of people throughout the country.

Reaching the millions of people eligible to file for economic stimulus payments will make a positive, needed difference in their lives. NCOA and AARP Tax-Aide have aggressively helped in this effort since IRS' announcement of the Economic Stimulus program, including the availability of a Web-based tool that helps people understand their eligibility for the stimulus payment. After an individual has answered a few questions, they can print out their own IRS Form 1040A, sign it and mail it to the IRS to get their economic stimulus payment. Visit www.benefitscheckup.org

About the National Council on Aging (NCOA)

Founded in 1950, the National Council on Aging (NCOA) has a mission to improve the lives of older Americans. A non-profit organization with 3,700 members, we also have a national network of some 14,000 organizations and leaders that help us in our work. NCOA members include senior centers, area agencies on aging, adult day service centers, faith-based service organizations, senior housing facilities, employment services, consumer groups and leaders from academia, business and labor. Our programs help older people remain healthy and independent, find jobs, increase access to benefits programs, and discover meaningful ways to continue contributing to society.

contact:
Georgiana Bloom
202-609-6935
georgiana.bloom(at)ncoa.org

###


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WorldatWork Receives 2008 Alfred P. Sloan Award for Business Excellence in Workplace Flexibility

News Release

Press Contact:
Marcia Rhodes, APR
Media Relations
WorldatWork
Phone: 480-304-6885
E-mail: e-mail protected
from spam bots
www.worldatwork.org

WorldatWork Receives 2008 Alfred P. Sloan Award for Business Excellence in Workplace Flexibility

June 19, 2008 — Scottsdale, AZ — WorldatWork was named a winner of the 2008 Alfred P. Sloan Award for Business Excellence in Workplace Flexibility today, distinguishing the employer as a leading example of workplace flexibility in Arizona and across the nation.

The Alfred P. Sloan Awards for Business Excellence in Workplace Flexibility are awarded as part of the When Work Works project, an ongoing initiative of Families and Work Institute, the Institute for a Competitive Workforce (ICW), an affiliate of the U.S. Chamber of Commerce, and the Twiga Foundation. Through When Work Works, these partner organizations provide research, resources and recognition to employers nationwide.

The Alfred P. Sloan Awards for Business Excellence in Workplace Flexibility recognize organizations that are dedicated to making work "work" for both the employer and the employees. Representing employers of all sizes and all types, winners of this prestigious award not only offer excellent workplace flexibility practices, but also use flexibility as a strategic business tool to enhance organizational effectiveness while also benefiting employees.

The WorldatWork focus on flexibility has measurably reduced stress and absenteeism. Employees enjoy the option of onsite yoga and fitness classes, regular chair massages, and fitness screenings. A unique teleworking program allows employees to work in the environment that is best for them. In addition to the Workplace Flexibility award, WorldatWork was recently named one of the Top 25 Workplaces for Women in Arizona.

"WorldatWork is not just an employer but, in many ways, a family of co-workers. There is a level of care and concern for the individual that is rare," said WorldatWork president Anne C. Ruddy, CCP. "WorldatWork supports an environment that recognizes that our employees have lives too, not just WorldatWork business hours. We practice what we educate our members on regarding flexibility and wellness and provide as much assistance and support to make sure that everyone here can be engaged, productive and focused on what's really important in life."

Other Arizona winners of the 2008 Alfred P. Sloan Awards for Business Excellence in Workplace Flexibility include Intel, Clifton Gunderson LLP, IBM, Salt River Materials Group, and US Airways, Inc. (honorable mention).

Applications for the Alfred P. Sloan Awards were open to all organizations in Arizona with more than 10 employees that had been in business for at least one year. Applicants were evaluated in a rigorous two-step process, first comparing the employer's application to nationally representative data from Families and Work Institute's National Study of Employers, and then corroborating the employer responses through a direct survey of employees.

# # #

About WorldatWork®
The Total Rewards Association

WorldatWork (www.worldatwork.org) is a global human resources association focused on compensation, benefits, work-life and integrated total rewards to attract, motivate and retain a talented workforce. Founded in 1955, WorldatWork provides a network of more than 30,000 members and professionals in 75 countries with training, certification, research, conferences and community. It has offices in Scottsdale, Arizona, and Washington, D.C.

ABOUT WHEN WORK WORKS
When Work Works is a nationwide initiative to highlight the importance of workforce effectiveness and workplace flexibility as strategies to enhance businesses' competitive advantage in the global economy and yield positive business results. When Work Works is a project of Families and Work Institute in partnership with the Institute for a Competitive Workforce, an affiliate of the U.S. Chamber of Commerce, and the Twiga Foundation, with funding provided by the Alfred P. Sloan Foundation. For more information, visit www.whenworkworks.org.



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iCIMS Positioned in the Challengers Quadrant in Industry Analyst Firms 2008 Report for E-Recruitment Software

HAZLET, N.J. (June 20, 2008) - iCIMS, a leading Software-as-a-Service (SaaS) provider of talent management platforms, today announced its inclusion in Gartner's 2008 Magic Quadrant Report for E-Recruitment Software. iCIMS, along with 21 other vendors specializing in talent management solutions, was included in the Industry Analyst Firm's yearly report.

Vendors with more than 100 e-recruitment customers, more than 1,000 employees or $25 million in revenue (including licenses, maintenance and services), or both, were eligible for inclusion in this year's report.

Vendors are evaluated based on specific criteria set forth by Gartner. According to the report, for Ability to Execute "Vendors were evaluated based on the quality and efficacy of the products and services that enable their performance to be competitive, efficient and effective, and to have a positive impact on revenue, retention and reputation. Ultimately, vendors are judged on their ability and success in capitalizing on their vision."

iCIMS' Talent Platform, iRecruiter™, powers the e-recruitment and talent management initiatives of nearly 600 companies worldwide, including such multi-national corporations as Continental Airlines, Whole Foods Market, and Terex Corporation. iCIMS' flexible and easy-to-use business solutions enable companies to manage multiple talent initiatives through one on-demand platform.

"We are honored to be profiled in Gartner's Magic Quadrant," said Colin Day, iCIMS' President and CEO. "We believe iCIMS' inclusion is a testament to our ability to provide growing corporations with business solutions that are scalable, configurable, and are backed by the highest levels of customer service. We are very excited about our plans to expand upon this vision and bring our talent management solutions to new markets and locations across the globe in the coming year."


About iCIMS:
iCIMS, a leading Software-as-a-Service (SaaS) provider, is an Inc. 500 honoree focused on solving corporate business issues through the implementation of easy-to-use web-based software solutions. iCIMS' iRecruiter, the industry's premier Talent Platform, enables organizations to manage their entire talent lifecycle from applicant tracking through onboarding and beyond through a single web-based application. With more than 500 clients worldwide, iCIMS is one of the largest and fastest-growing talent management system providers in the space. To learn more about how iRecruiter can help your organization, visit www.icims.com or view a free online demo of iRecruiter at www.icims.com/demo.

About the Magic Quadrant:
The Magic Quadrant is copyrighted 2008 by Gartner, Inc. and is reused with permission. The Magic Quadrant is a graphical representation of a marketplace at and for a specific time period. It depicts Gartner's analysis of how certain vendors measure against criteria for that marketplace, as defined by Gartner. Gartner does not endorse any vendor, product or service depicted in the Magic Quadrant, and does not advise technology users to select only those vendors placed in the "Leaders" quadrant. The Magic Quadrant is intended solely as a research tool and is not meant to be a specific guide to action. Gartner disclaims all warranties, express or implied, with respect to this research, including any warranties of merchantability or fitness for a particular purpose.

(1) Gartner "Magic Quadrant for E-Recruitment Software," by James Holincheck, June 10, 2008.


# # #

Trademarks and registered trademarks contained herein remain the property of their respective owners



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TalentKeepers Introduces Onboard Conncection: A New Onboarding Tool

ORLANDO, FL – June 18, 2008 - TalentKeepers, the global leader in employee retention solutions, introduces Onboard Conncection™, the first onboarding package of its kind to include a leader-training module.

Onboard Conncection™ is a unique orientation and employee engagement program designed to develop strong relationships between new employees and their leaders, as well as strengthen relationships between existing employees and their leaders. It can be used on its own or to augment an organization's existing orientation process.

The package is comprised of FirstFit™: a short, non-anonymous survey that asks team members what they value most in a leader; Handshake: a short, structured meeting between a leader and each of his or her team members in which they discuss each team member's FirstFit™ results; and RetentionLinks™: a blended learning program that helps team members better understand how turnover affects them and how to effectively deal with their own feelings when thinking about leaving.

"With onboarding becoming an increasingly popular topic, we felt the timing was right to release a new product solution that would meet the needs of the growing number of companies seeking to implement an onboarding program or revitalize their existing orientation process," states TalentKeepers' VP of Client Services, Craig R. Taylor, who guided the product development of Onboard Conncection™. "What makes Onboard Connection different from traditional onboarding/orientation programs is that the focus is not only on assimilating new employees into the company culture, but also on building connections with new and existing employees alike that fosters a strong sense of company commitment."

About TalentKeepers®
TalentKeepers®, Inc. is a global leader in employee retention research, award-winning solutions, and proven results in reducing unwanted turnover through their Web-based program RetentionWorks®. TalentKeepers' unique solutions consistently achieve strong results by focusing on improving the retention skills of front line leaders and involving employees and executives in the effort to build a culture of retention and engagement that improves business results. TalentKeepers® was founded in 2000 by Fredric D. Frank along with co-founder Christopher Mulligan, together totaling over 40 years of combined human resources experience.



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Infohrm to Co-Present with MetLife at the 2008 Oracle HCM Users Group (OHUG)

Washington, DC – June 20, 2008 – Infohrm, the global leader in workforce planning, reporting and analytics today announced that Brian Kelly, President of Infohrm North America, will co-present with Juhi Srivastava from MetLife, at the 2008 Oracle HCM Users Group (OHUG) 2008 on June 25 in Las Vegas.

The presentation, titled "Overcoming the 'So-What' Question: How HRIT Reshaped Human Capital Measurement at MetLife" will illustrate how MetLife challenged many of the barriers hindering the adoption of workforce measurement and analytics, from identifying what data is available to educating business leaders on how to apply the results to managerial decisions.

Featured topics of discussion will include creating a detailed rollout plan to guide implementation, establishing a Center of Excellence within HR to utilize and communicate data, and managing end-consumer expectations.

HR practitioners seeking additional best practices in applying workforce analytics and planning to talent and business management should attend Infohrm's 2008 Workforce Analytics Conference, to be held in Washington, DC on October 6 & 7, 2008. The event will focus on two critical analytics themes facing organizations today:

1. Identifying relevant business issues, challenges, and opportunities to which workforce analytics should be applied.
2. Ensuring that the results of analytical investigations and workforce forecasts are used in strategic decision-making.

Confirmed keynote speakers for the conference include:

─Dr. John Boudreau, Professor and Research Director, Center for Effective Organizations, University of Southern California
─Dr. Peter Cappelli, Professor of Management, Center for Human Resources, University of Pennsylvania's Wharton School of Business
─Dennis Donovan, formerly Executive Vice-President of HR at The Home Depot

The two-day event will also feature case studies in designing, developing, and implementing workforce analytics and planning from such organizations as Aetna, Luxottica Retail, National Geospatial-Intelligence Agency, Thrivent Financial for Lutherans, and USC.

Optional post-conference workshops on Workforce Analytics and Workforce Planning offer in-depth training on applying core analytics concepts to current organizational initiatives.

Click here for more information or to register for the 2008 Infohrm Workforce Analytics Conference

About Infohrm

Infohrm is the global leader in on-demand workforce planning, reporting, and human capital analytics solutions. With over 25 years of experience, and a strong customer base consisting of Fortune 1000, non-profit, and government clients, Infohrm has paved the way for organizations to measure the impact of human capital initiatives and drive business results. The Infohrm solutions couple a leading edge on-demand technology platform with strategic consulting and training services to focus on the analysis of data to help organizations make informed decisions around human capital practices.

In April 2008, Gartner named Infohrm to its "Cool Vendors for Human Capital Management Software" report.

Learn more at www.infohrm.com

Contact Information:

Mick Collins
Director of Marketing
202-589-2679




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nowHIRE E-Verify Program Ensures I-9 Compliance, Streamlines Hiring Processes

DETROIT – June 19, 2008 – Applicant tracking system provider nowHIRE.com announced the nowHIRE E-Verify Program, a Web-based application to help employers automate and streamline hiring processes while ensuring employment eligibility of new hires.

nowHIRE is the first applicant tracking system vendor to offer the federal government's E-Verify technology as an integrated solution or as a standalone product. nowHIRE's feature-rich application provides significant benefits over paper-based processes and the government's own E-Verify Program (formerly the Basic Pilot/Employment Eligibility Verification Program).

The federally approved nowHIRE E-Verify Program is an intuitive Web-application that enables employers to verify employee eligibility in seconds, compared to the typical three-five day turnaround with a paper-based system. In addition, the nowHIRE E-Verify Program provides employers the ability to validate and check Form I-9 for errors, email and Web notification for expiring forms and documents, online E-Signatures, and Form I-9 Audit assistance.

"States such as Arizona, North Carolina and Colorado now mandate that employers use the E-Verify Program," said Joseph Impastato, founder and chief executive officer of nowHIRE. "We provide an easy way for employers to participate regardless of their hiring system configuration."

Just this month the federal government mandated that all government contractors use the E-Verify Program for all hires. The federal government is expected to make the program mandatory nationally for all employers within 18 months.

The Immigration Reform and Control Act of 1986 required all employers to verify the identity of new hires and whether they are legally eligible to work in the United States. Yet fraud and poor verification processes often result in Form I-9 compliance violations.

More recently, the government stepped up criminal enforcement of Form I-9 violations, with penalties ranging upwards to $11,000, prison time, forfeiture of assets and even prison sentences. These consequences, along with the trend towards mandated use and an interest in further automating their hiring systems, are generating increasing interest from employers.

nowHIRE E-Verify Program electronically compares employee information from the government's paper Form I-9 – name, date of birth, social security number and immigration information – against more than 425 million records in the Social Security Administration database and more than 60 million records in Department of Homeland Security' immigration databases.

The nowHIRE E-Verify Program is available in three versions – a standard version to attach to the nowHIRE ATS, a configurable version that integrates with unique ATS implementations, and a stand-alone version. This means employers can automate and streamline their verification process, regardless of whether or not they have a nowHIRE ATS installed.

For more information about the nowHIRE E-Verify Program visit http://www.nowhire.com/EVerify.htm
About nowHIRE
Since 1998, nowHIRE has provided of applicant tracking systems for companies of every size within diverse vertical markets. Their industry-defining solutions feature fully integrated, Web-based recruiting and applicant tracking software modules. Companies can configure the software to their specific recruiting needs—for hourly, salaried, internal or contingent employees, or any combination thereof.
Media Contacts

Joseph N Impastato II
nowHIRE
586-778-8491 (x15)
joseph.impastato(at)nowHIRE.com

Gail DeLano
Fisher Vista, LLC / HRmarketer.com
831-685-9700
gdelano(at)fishervista.com

Adriana Saldana
Fisher Vista, LLC / HRmarketer.com
831-685-9700
asaldana(at)hrmarketer.com



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Morehead Webinar Presents Companys Approach to Driving Physician Retention

CHARLOTTE, N.C. – June 25, 2008 – The human capital research firm Morehead will host a webinar on Tuesday, July 15, 2008 at 1:00 p.m. eastern time titled "Driving Physician Retention through Engagement."

Retaining skilled, engaged physicians is critical to the success of health systems across the country. Patient, employee and physician satisfaction, as well as quality of patient care, are significantly impacted when physicians leave an organization or when they are not aligned with the organization's mission, vision and values. Physician shortages and increased competition in the marketplace compound the problem. These factors and others are driving organizations to make physician retention a strategic priority.

Brad Morton, vice president of Business Development, and Trevor Byrd, senior associate of Research and Development, will present the hour-ling webinar. Morton and Byrd will share Morehead's research that reveals the importance of physician engagement in driving physician retention. They will also share a proven model for measuring what matters to physicians, as well as best practices for communicating, partnering and building trust with physicians.

To sign up for the free hour-long webinar, visit http://moreheadassociates.com/events/contents_event59.html.

About Morehead
Morehead delivers human capital Surveys, Metrics and Solutions that enable leaders to (1) target and focus human capital initiatives, (2) prioritize systemic change, (3) inform work unit interventions, and (4) align employees with business strategies. Morehead's clients include healthcare providers, financial institutions, government agencies, universities, service providers, and manufacturers. For more information, visit www.moreheadassociates.com.

Media Contact:
Wanda Craig
800.849.2292 x 5515
wcraig(at)moreheadassociates.com



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Morehead Hosts Webinar Titled The Art and Science of Successful Goal Setting Using Opinion Surveys

CHARLOTTE, N.C. – June 25, 2008 – Following an employee survey, organizations often struggle with establishing effective improvement goals and incentives for leaders. The human capital research firm Morehead will host a webinar on Thursday, July 17, 2008 at 1:00 p.m. eastern time titled "The Art and Science of Successful Goal Setting Using Opinion Surveys."

Leo F. Brajkovich, Ph.D and SPHR, president of Morehead's West Region and Rod Wilkes, M.S., president of Morehead's East Region will present the hour-long webinar. Brajkovich and Wilkes will share Morehead's extensive research and case studies that shed light on how to create a strategic and successful survey and goal-setting process.

Specifically, Brajkovich and Wilkes will share industry trends on how healthcare compares to Fortune 500 companies in the use of surveys for diagnosis and change. They will present different approaches for establishing survey metrics and goals, especially in large organizations across business units.

Attendees will walk away with an understanding of:
• how to drive improvement efforts using survey feedback and create accountability with "wise" goal-setting practices;
• how to apply engagement indexes, norms, trending, and forecasting models to drive management behavior and positive change;
• how to communicate the goal-setting approach and its benefits;
• the challenges and pitfalls of developing the right goals and incentivizing leadership behavior.

To sign up for the free hour-long webinar, visit http://moreheadassociates.com/events/contents_event58.html.

About Morehead
Morehead delivers human capital Surveys, Metrics and Solutions that enable leaders to (1) target and focus human capital initiatives, (2) prioritize systemic change, (3) inform work unit interventions, and (4) align employees with business strategies. Morehead's clients include healthcare providers, financial institutions, government agencies, universities, service providers, and manufacturers. For more information, visit www.moreheadassociates.com.

Media Contact:
Wanda Craig
800.849.2292 x 5515
wcraig(at)moreheadassociates.com



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Wellness Corporate Solutions Launches New Wellness Offering

Bethesda, MD June 16, 2008 – Wellness Corporate Solutions (WCS), a leading provider of results oriented wellness programs for employers nationwide today announces the launch of a proprietary wellness methodology, Well Employee Solutions. The program helps support employers to design effective yearlong wellness programs to improve the health and lifestyles of their employees. This new solutions yields excellent results because WCS pairs identification with intention by focusing on three stages of employee wellness (identification, modification, and prevention).

The Well Employee Model provides a wellness profile for each employee, as well as a Corporate Risk Profile and Mitigation Strategy. Program offerings include biometric screening, interactive health coaching and a variety of online and onsite programming options. Wellness Corporate Solutions will soon be announcing interactive presentations to introduce the Well Employee Model to employers, benefit brokers and channel partners.

"Employers of all sizes are looking for creative and innovative ways of keeping their employees healthy," said Fiona Gathright, President of Wellness Corporate Solutions. "We are pleased to be part of that solution; our Well Employee Solutions Model is making a difference in the lives of employees by supporting and promoting a culture of health within organizations."

Wellness Corporate Solutions is a leading provider of comprehensive employee wellness programs including health screening, health coaching for high risk employees, health education seminars and programs, and incentivized employee health challenges. WCS services and programs are conducted by professional, experienced staff, and clients include employers both public and private, nationwide. Wellness Corporate Solutions is dedicated to providing creative, flexible wellness programs that save employers money by impacting their health care bottom line.




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New Buyers' Report Examines 2008 Purchasing Trends of Human Resource Executives

CAPITOLA, Calif. / June 19, 2008 – The Internet continues to reign supreme as the best source of information for human resource (HR) buyers and decision makers, according to a new report from HRmarketer.com.

These and other findings headline Trends in HR Marketing: HR Buyers' Behavior 2008, now available from the marketing and media visibility firm. The complimentary report covers the latest trends and best practices for marketing to HR and employee benefits executives and professionals. Key trends outlined in the paper include:

- Second only to their peers, HR buyers view the Internet as a top source of information when making purchasing decisions. Respondents noted that vendors' online visibility plays a large role, including websites and search-engine rankings;
- Employee benefits, compensation and incentives are cited as the leading "pain points" among HR professionals who responded;
- HR buyers are steadily embracing the growing popularity of blogs, podcasts and
webcasts as sources of information;
- Traditional print media continues to fade as a primary source of information compared with other online sources.

"Clearly, the importance of a strong online presence has never been greater, with 40 percent of buyers saying they turn to the Internet first when searching for HR solutions," said Mark Willaman, president and founder of HRmarketer.com.

The 2008 data is based on responses collected during April and May; participants represent diverse industries such as manufacturing, healthcare, professional services, education, financial services, and government. Company sizes range from under $5 million to over $250 million in annual revenue.


HR Buyers' Behavior also examines the value of exhibiting at trade shows, the frequency at which companies purchase various products and services, and which departments are primarily involved in buying decisions. The report provides suppliers with fresh insights to help them spend their marketing and PR dollars wisely.

To download the report, visit http://www.hrmarketer.com/home/whitepaper_main2.htm.

About HRmarketer.com
HRmarketer.com is a service of Fisher Vista LLC, a marketing and information services firm focusing exclusively on the human capital industry. Through its marketing and public relations services, the company has serviced nearly 500 human resource and employee benefit service providers, helping them generate publicity, website traffic, sales leads and improved SEO.



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C&B Consulting Webinar to Discuss Incorporating Health and Productivity into Business Strategy

June 18, 2008 – Syosset, NY – C&B Consulting, a division of Gallagher Benefit Services, Inc., today announced they will host a webinar titled "Wellness Solutions: Incorporating Health and Productivity into Your Business Strategy." The free hour-long webinar will be broadcast on Thursday, June 26, 2008 at 11:00 a.m. EST.

The presenters of the webinar, C&B Consulting's Executive Director, Peter J. Chase and APEX Management Group's Senior Vice President, Raymond Joske, will primarily explain how organizations can incorporate best practices to successfully implement wellness initiatives. They will also discuss how employers can determine where wellness fits into their current business strategy as well as give them a better perspective on planning, implementing and measuring the benefits of a wellness program.

To sign up for the webinar, please click on the following link, C&B Consulting's Wellness Solutions Webinar, or go to www.candbconsulting.com.

About C&B Consulting
C&B Consulting, a division of Gallagher Benefit Services, Inc., is a leading benefits consulting firm that helps organizations design, secure and manage cost-effective benefits programs. The firm's benefits expertise is supported by services and resources that help control costs, reduce administrative burdens, and improve employee relations. For further information, please contact Russell Hoernig at (516) 333-8787 or go to www.candbconsulting.com.

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Talent Technology Partners with InfoMart USA

Vancouver BC –June 17, 2008 – Talent Technology Corporation, provider of award-winning recruiting software, today announced that it has entered into a partnership with InfoMart, one of North America's premier pre-employment and background screening providers. InfoMart's vision is to use cutting-edge technology, combined with uncompromising personal service, to provide their clients a fast, simple, cost-effective and accurate system to screen potential employees.

"Our partnership with InfoMart broadens the options that Talent Technology is able to offer its customers for pre-employment screening with proven tools required in the hiring process," said Praj Patel, Executive Vice President of Talent Technology. "Organizations can feel confident that the people they hire reflect the standards they expect from their staff.
"We are excited to partner with Talent Technology," said Terry Wormley, National Account Executive - InfoMart. "We are dedicated to providing Talent Technology's customers a product suite of tools to hire the right candidates – the first time." With many years of experience helping our customers hire the best, we are excited to now be able to help the customers of Talent Technology do the same."

"Talent Technology and InfoMart are reviewing options for closer product and service integration for future product releases.", Greg Moran, Director, Industry Sales and Partnerships, Talent Technology, commented, "With increasing levels of scrutiny and compliance required during the hiring process, both organizations see opportunties to offer a better solution to ensure broader adoption of pre-employment screening."
About InfoMart - InfoMart is a premier provider of pre-employment screening services throughout North America. InfoMart knows that in today's extraordinarily tight employment market, companies are interviewing candidates they might not have considered in the past. As a result, applicant screening plays a crucial role in the hiring process. Each screening program is tailored to the client's industry and their related exposure to risk. And while cost and efficiency are critical, at InfoMart, they never come at the expense of accuracy. Our skilled staff and a network of more than 1,500 information retrievers work together to personally confirm each piece of data. Additionally, our automated quality assurance measures ensure that our clients can rely on the information in every applicant profile.
About Talent Technology Corporation
Talent Technology Corporation is a leading provider of on-demand applicant tracking and component recruiting technologies for the recruiting/staffing industry and corporate HR departments. Our award-winning HireDesk and Resume Mirror products power the recruiting industry. Key recruiting solution providers including Oracle, Taleo, ADP Virtual Edge, Bernard Hodes Group, Workopolis and many others partner with us to offer their clients advanced recruiting capabilities. In addition, hundreds of organizations ranging from Fortune 1000 firms to independent recruiting/staffing agencies rely on our products to automate, improve and better manage their sourcing, recruiting and hiring processes. Learn more about Talent Technology at www.talenttech.com or call 866.747.3375 for additional details.



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Wellness Corporate Solutions hires new Director of Sales to deliver Innovative Wellness Programs and Solutions to Clients

Bethesda, MD — June 17, 2008 – Wellness Corporate Solutions, a leading provider of integrated wellness programs and services announces the hire of Brian Zoya as new Director of Sales. "We are excited that Brian has joined our team," said Fiona Gathright, President of Wellness Corporate Solutions. "He brings a wealth of experience not only in sales, but also conducting large health screening events nationwide."

As the Director of Sales for Wellness Corporate Solutions, Brian Zoya will be responsible for generating new accounts, and growing existing ones. Prior to joining Wellness Corporate Solutions, Brian spent 3 years at Redi-Clinic in a variety of positions including operation management, channel development and sales management. Brian has a BSc in Health Education from Kent State University.

"Over the past few years, I have been fortunate to meet and work with many players in the wellness industry to develop solutions and deliver high quality services for my clients with specific wellness initiatives," said Brian Zoya, Director of Sales. "Wellness Corporate Solutions has a very holistic approach and the kind of enthusiasm needed to deliver a wellness model that satisfies these initiatives for the employer population. I am very excited to continue my role in this industry as a member of the WCS team."

Wellness Corporate Solutions (http://www.wellnesscorporatesolutions.com) provides comprehensive employee wellness programs including important health screening, health coaching for high risk employees, health education seminars and programs, and incentivized employee health challenges. Services and programs are conducted by professional and experienced staff, and clients include both private and public employers nationwide. WCS is a solutions based wellness company dedicated to providing creative, flexible wellness programs that save businesses money by impacting their health care bottom line.
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TRACOM Group Announces Expanded Language Capabilities for Social Style Model

Highlands Ranch, Colo. – June 17, 2008 – The TRACOM Group announced expanded language capabilities for its Social Style Model. The expanded capabilities enable TRACOM to offer a one-stop shop for global interpersonal skills training. The expanded capabilities include online surveys and reports available in a variety of languages. The reports include regional norms, which take into account the cultural behaviors in the respective region.

"Our multi-national clients have come to rely on Social Style as a proven model for building interpersonal skills," said David Collins, TRACOM vice president for Training Products. "We have seen tremendous growth internationally and currently about 25 percent of the Social Style Profiles we provide for our customers are generated internationally. We are continuing to expand our language capabilities to further serve our multi-national clients."

TRACOM's Social Style Model enables companies to increase management effectiveness and improve productivity. The model uses a multi-rater instrument that allows other people to fill out a survey about the program participant, as well as a self-perception survey to collect input from the participant. Self-perception and multi-rater surveys can now be completed online in Chinese, English, European French, French Canadian, German, Portuguese, European Spanish and Mexican Spanish.

Based on the collected data, TRACOM generates a custom Social Style Profile. The profile provides a review of Social Style and Versatility concepts, personalized Versatility results, recommended actions for improving Versatility based on ratings and recommended ways to interact with others. Versatility is the ability to adjust behaviors in each situation in order to maximize productivity.

The Social Style Profile report, delivered electronically, can be provided in Chinese, English, Canadian French, European French, German, Brazilian Portuguese, European Spanish and Mexican Spanish. Additionally, regional norms are available in the native language for China, French Canada, France and Germany. Reports can also be provided in English with regional norms for Australia, India, Italy, North America, South Africa and the U.K. TRACOM developed the regional norms through cultural research in the specific regions for which the norms were developed.

"With Starwood's global footprint in over 100 countries, we needed a partner that could provide not only the appropriate languages but the cultural norms to set our associates and leaders up for success," said Allison Barber, VP, Global Learning & Development for Starwood Hotels & Resorts. "TRACOM has been that partner in providing both the on-line multi-rater surveys and reports for our leaders as well as the self-perception questionnaires. At Starwood, we believe in providing our associates with both personal and professional development opportunities. Understanding Social Style has been a tremendous advantage for not only taking care of our guests, but in working with each other. We've heard amazing stories about saved marriages, improved family communication, and a 'new' respect for different perspectives – fostering improved collaboration, productivity and associate engagement."

TRACOM also offers printed self-perception questionnaires and guides in English, Canadian French, Mexican Spanish, Brazilian Portuguese, European French, German, simplified Chinese and European Spanish. Additionally, TRACOM offers its Producing Results with Others Blended course materials in English, German, Portuguese and Spanish. The course is an in depth-conceptual and practical program to increase workplace productivity, efficiency and morale of employees.

For additional information on the new international language profiles and norms, and to view sample reports, visit http://www.tracomcorp.com/products_services/internationallanguages.html. To purchase TRACOM products and for additional information and research on the impact of Social Style on performance, visit http://www.tracomcorp.com or call 303-265-6105.

About the TRACOM Group
For nearly 50 years, The TRACOM Group has helped individuals and organizations improve workplace performance by building interpersonal skills, improving teamwork and developing leaders. TRACOM offers measurement-based learning models, courses, surveys, assessment tools and consulting services. Much of TRACOM's work is based on the Social Style Model(TM), a proven model for effective work and personal relationships. TRACOM is a division of Reed Business Information.

Media Contact:
Adriana Saldana
Fisher Vista, LLC / HRmarketer.com
831-722-9910
asaldana(at)hrmarketer.com



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TAC Worldwide Taps SkillSurvey for Reference Checks

June 17, 2008 – Dedham, MA and Berywn, PA -- TAC Worldwide, a leading provider of IT, engineering and technical talent and workforce solutions, and SkillSurvey, the innovator of
online reference checking solutions, announced that TAC will implement SkillSurvey's Pre-Hire 360™ reference checking service as a standard component of the TAC candidate qualification process.

SkillSurvey Pre-Hire 360™ is an online approach to job candidate reference checking that was named a Top 10 HR Product of 2007 by Human Resource Executive®. Via a confidential and Web-based process, the Pre-Hire 360™ enables a robust set of references to provide candid and competency-based feedback regarding a candidate's qualifications without requiring time-consuming reference check phone calls by recruiters.

"TAC is committed to providing quality candidates," says Chris Egizi, Senior Vice President of the Eastern Territory for TAC. "Talent is a key source of competitive advantage for our clients. When TAC provides quality talent quickly, our clients succeed, and we succeed. Implementing SkillSurvey is just one example of the steps TAC is taking to win in the marketplace."

"While speed is important in staffing, quality is king," says Jim Ray, vice president for SkillSurvey. "Long term success requires that quality talent is provided quickly and consistently. TAC now has the ability to reference check all finalist candidates via an extremely efficient process to ensure they meet the client's quality criteria. By providing SkillSurvey reports directly to clients, TAC is validating that they have gone the extra mile and they are setting an example in the industry with regard to quality control."

About TAC
TAC Worldwide is a leading provider of technical staffing services and customized workforce solutions. TAC Worldwide's commitment to service excellence has served as the foundation for trusted business partner status with clients from a wide range of industries, including many Fortune 1000 companies. TAC Worldwide was founded in 1969 and is headquartered in Dedham, Mass. TAC Worldwide is a subsidiary of GW Premier America. TAC Transportation, a division of TAC Worldwide, provides highly skilled engineering and IT personnel to OEMs and suppliers in the transportation industry. For more information, visit www.tacworldwide.com.

About SkillSurvey
SkillSurvey is the pioneer and leading provider of on-demand reference checking solutions that increase quality of hire and improve recruiting efficiency. Using SkillSurvey Pre-Hire 360™, organizations improve the quality and quantity of information they collect regarding a candidate's past work performance, enabling them to qualify the pool of applicants in a shorter amount of time. This breakthrough, patent-pending approach to reference assessments was recognized by Human Resource Executive® as a Top HR Product of 2007. Information is available at www.skillsurvey.com.


Media Contacts:

Clyde Hakim
TAC Worldwide
Clyde Hakim
chakim (at) tacworldwide.com

SkillSurvey, Inc.
Erika von Hoyer
VP, Marketing
Info (at) skillsurvey.com


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Axiom Consulting Partners announces the release of the fifth in its series of Winning Axioms

Chicago, IL, June 17 2008 – Axiom Consulting Partners LLC announced today that it has released the fifth in its series of 'Winning Axioms' titled 'Compensation Market Practice is not Best Practice; Improve your ROI with A-Pay'.

Axiom was founded in 2005 on the premise that there are certain self-evident truths in business to which companies should pay close attention if they are to be successful in today's competitive environment. These self-evident truths (or axioms) are applicable in virtually all industries and companies, regardless of their size.

The Winning Axioms provide senior executives and leaders with insights and ideas that can be applied to help their organizations deliver superior results. Winning Axiom #5 highlights that employers throughout the United States are paying a high price for a phenomenon called "compensation averaging" where market pricing has become the key driver in setting job values, ignoring important, business specific criteria and differences. Axiom's alternative approach called "A-Pay" yields a higher return on compensation and results in pay levels that are both externally and internally competitive, aligned with business strategy and consistent with the new world of governance best practices.

"Axiom is delighted to be releasing this important piece of thought leadership" said Steve Strelsin, President – Axiom Consulting Partners. "In today's era of economic uncertainty, it is imperative for organizations to maximize the productivity of their compensation dollars. The 'A-Pay' approach is designed to do just that."

Winning Axiom #5 is available at 'Compensation Market Practice is not Best Practice; Improve your ROI with A-Pay'.

About Axiom Consulting Partners
Axiom Consulting Partners is a management consulting firm that specializes in hardwiring people to business strategy to deliver improved performance and results. Axiom asks the right questions to uncover and remove disconnects that commonly exist among the boardroom, middle management and front line employees. Axiom's Partners generate insights and develop recommendations for their clients that have a quantifiable business impact.

Media Contact:
John Whelan
Director, Market Development
161 N. Clark Street, Suite 4700
Chicago, IL 60601
(312) 523-2090
e-mail protected from spam bots
www.axiomcp.com


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LifeCare Poll: Green Initiatives Important, Say Employees

SHELTON, CT, June 17, 2008—Asked to characterize how important it is that their employers engage in green initiatives, 86 percent of full-time workers said that it is either "very important" or "important," according to a recent poll by LifeCare®, Inc., provider of comprehensive specialty care services and a longtime leader in the work/life industry.

Here are the full results of the poll, conducted throughout the month of May on LifeCare's private web site among employees of its 1,500 client organizations:

How important is it to you that your employer engages in environmental or green initiatives and is able to provide you resources and information in this area?

- Very important – 58%
- Important – 28%
- Not that important – 9%
- Not important at all – 5%

"Clearly, the vast majority of workers are concerned about environmental issues and I think a growing number of employers feel the same way," said LifeCare CEO Peter G. Burki. "The challenge for employers, of course, is to launch the most effective -- and cost-effective -- green initiatives, especially during challenging economic times like these. But there's no denying that employers of choice and those wanting to attract the best workers will be going green more and more."

Each month, LifeCare posts a poll on its private web site, asking individuals to share their thoughts and opinions on the latest issues and work/life trends. Past polls have addressed topics such as stress, health and wellness, aging, flexible work arrangements, and barriers to on-the-job productivity.

About LifeCare®, Inc.
LifeCare offers cost-saving benefits that help clients reduce their most pervasive absenteeism and productivity drains, including child and elder care, caregiving support, health and wellness issues, and more. For more than two decades, LifeCare has led the work/life industry in the creation of high-quality, results-oriented programs designed to improve clients' bottom line. LifeCare serves 1,500 client companies with 4.5 million individuals within corporations, health plans, government agencies and unions. For more information, visit www.lifecare.com.

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Notes to Editors

LifeCare's CEO, Peter G. Burki, is available for interview.

Media contact: Michael Civiello; 203-291-4170


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RPO Group Case Study Highlights Success of New Outsourced Recruitment Process

Sydney, Australia – June 17th, 2008 -- Recruitment outsourcing specialist RPO Group gives HR and business leaders battling to attract and retain quality staff a practical case study on the merits of revamping their recruitment process and talent management strategies.

The Recruitment Outsourcing Case Study, available as a download at RPO Group's homepage, shows how outsourcing recruitment and talent management to a specialist vendor can produce strategic results for ambitious, fast-growing enterprises.

The case study details how new candidate sourcing strategies, recruitment processes, holistic talent management, and an organizational re-design transformed BCI Group from a precocious Asia-wide growth story to a mature corporation and Employer of Choice in little more than 12 months.

BCI Group's approach to recruitment and HR was suffering from a lack of investment and was at risk of undermining their business growth plans. The company knew that planning an executing a recruitment program takes expertise, time and financial investment, and decided to look for an experienced partner that could build a robust hiring infrastructure as well as meeting their hiring targets cost-effectively.

"We chose to outsource recruitment to RPO Group for 'turn-key' HR and recruitment services for the peace of mind, knowing that we will always be staffed according to our needs and that people are looked after professionally once they're with us," explained Matthias Krups, Chairman and CEO of BCI Group. "I would unequivocally recommend RPO Group's recruitment outsourcing solution to any organization. The immediacy of improvement, i.e. bypassing any learning curve of an in-house effort, is the key argument in favor of the RPO model."

Demonstrated impacts included:

Reducing staff turnover by 37%

Achieving 100% direct hires

Reducing time-to-hire by 17 days

Download the Recruitment Outsourcing (RPO) Case Study for BCI Group by visiting http://www.rpogroup.com.au/index.cfm/page/265

About RPO Group
RPO Group (www.rpogroup.com.au) is an Australian leader in recruitment process outsourcing and in-house recruitment strategy. Our services provide HR and business leaders cost-effective, fully-managed staffing functions that free them to focus on growing their enterprise.

Services include:

Recruitment Process Outsourcing / PulseCheck™ recruiting diagnostic / Employer branding & reputation management / Recruitment Technology selection & implementation / Talent Process review & redesign / Recruitment Campaigns / Talent assessment & organizational profiling.




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NCOA and Aging Coalition Members Call for Support of Baucus Medicare Bill

WASHINGTON, DC - June 13, 2008 - The National Council on Aging (NCOA) strongly supports the Medicare Improvements for Patients and Providers Act (S. 3101), sponsored by Senate Finance Committee Chairman Max Baucus (D-MT). NCOA and a broad array of national organizations representing over 40 million seniors are urging Senators to vote to support the bipartisan Baucus Medicare bill, scheduled for a cloture vote on June 12.

"The Baucus bill addresses a number of serious, long-standing problems faced by struggling seniors on fixed incomes," said Howard Bedlin, NCOA Vice President for Public Policy and Advocacy. "It corrects deficiencies in the premium assistance program for low-income older people, which has resulted in participation rates of only 13%, and removes barriers that impede access to needed mental health and preventive care."

NCOA strongly opposes the bill introduced today by Senator Charles Grassley (R-IA), the Preserving Access to Medicare Act. "We are surprised and disappointed that the Grassley proposal fails to include provisions in the Baucus bill that would do the most to help seniors in greatest need – those with incomes below $15,000 who are struggling with rapidly rising Medicare, food, and gasoline costs," Bedlin said. "Now is not the time to be ignoring the needs of this vulnerable population. Medicare premiums have more than doubled since 2000, while eligibility levels for premium assistance have not been adjusted for inflation in over 20 years."

A recent Harris poll by NCOA found that almost 90 percent of Americans believe that improving programs to protect poor seniors against rising Medicare costs should be a top priority for Congress this year. The Grassley proposal rejects these findings by not including improvements that would most help seniors in greatest need.

NCOA is working with a broad range of national organizations, representing more than 40 million older Americans, that supports the Baucus Medicare bill and is telling Senators how important the upcoming vote is for seniors across the country. Thirty members of the Leadership Council of Aging Organizations (LCAO), which includes NCOA, sent a letter to Senators yesterday urging support for the bill stating: "A vote against the Baucus Medicare bill is a vote against America's seniors." This has become even clearer since the introduction of the Grassley proposal.

In a May 22 letter urging that Senators fix the Medicare programs problems faced by low-income beneficiaries, a diverse group of 42 national organizations agreed that "Helping vulnerable beneficiaries with income below $15,000 is as or more important than helping doctors with income over $150,000."

In addition to NCOA, organizations that signed the letter include AARP, AFL-CIO, American Association of People with Disabilities, Alzheimer's Association, Easter Seals, Medicare Rights Center, National Caucus and Center on Black Aged, National Multiple Sclerosis Society, National Alliance on Mental Illness, National Committee of Preserve Social Security and Medicare, Service Employees International Union, and United Cerebral Palsy.

"To get the 60 votes needed for passage of the Baucus bill, we will need broad bipartisan support," said Bedlin. "If the Baucus bill fails to pass, the direct improvements to Medicare for vulnerable seniors will likely be dropped, and they will once again be left without the help they desperately need."

About the National Council on Aging

Founded in 1950, the National Council on Aging (NCOA) has a mission to improve the lives of older Americans. A non-profit organization with 3,700 members, we also have a national network of some 14,000 organizations and leaders that help us in our work. NCOA members include senior centers, area agencies on aging, adult day service centers, faith-based service organizations, senior housing facilities, employment services, consumer groups and leaders from academia, business and labor. Our programs help older people remain healthy and independent, find jobs, increase access to benefits programs, and discover meaningful ways to continue contributing to society.

Contact:
Georgiana Bloom
202-609-6935
georgiana.bloom(at)ncoa.org

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One Small Step for Company, One Giant Leap for Environment -Web-based Performance Management System, ReviewSNAP, Offers Green Solution-

Since the environmental or "green" push started in the 1990's, organizations have been taking steps to do their part to decrease their carbon footprint. Today, the momentum has not slowed and is viewed by many to be a valuable initiative. ReviewSNAP™, a Web-based performance management system, provides organizations a way to make their employee appraisal process more environmental-friendly by making their reviews paperless.

"Having a web-based performance system is an easy and small step organizations can do for the environment at a reasonable cost," said Dave Arringdale. "While employee performance reviews are just one part of an organization's paper output, it's a step towards making a positive impact on the environment."

Studies show that one tree makes 16.67 reams of copy paper or 8,333 sheets. Also that production of one ton of copy paper produces 19,075 gallons of waste water; 2,278 pounds of solid waste; and 5,690 pounds of green house gases (the equivalent of 6 months of car exhaust). In 2004, the United States used 8 million tons of office paper (3.2 billion reams)—the equivalent of 178 million trees.

In addition to saving paper resources, having a Web-based performance system allows users to give more accurate and dynamic employee performance reviews. ReviewSNAP allows users access to the system from anywhere with Internet capabilities and allows for users to create as many review periods as needed to provide an effective overall review. These two capabilities make it easier to have more review cycles rather than waiting for an annual review and encourages managers and raters to log information about the employee being reviewed at any time.

ReviewSNAP also has the ability to have real time updates to goals, feedback and reviews. If feedback is given on an employee or the employee's goals are changed any time throughout the review period, the employee's file is updated in real time and can be viewed right away by the rater/reviewer. Also, this allows reviewers to keep track of an employee's progress in meeting their goals by keeping an ongoing record and adding feedback at any time during the review period.

For more information about ReviewSNAP and to sign up for a free 21-day trial, visit www.reviewsnap.com or call 800-516-5849 to talk with a customer care consultant.


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iCIMS Announces Strategic Plans to Accelerate and Support New Growth

HAZLET, N.J. (June 12, 2008) - iCIMS, a leading provider of web-based business platforms, today announced plans for new marketing initiatives and global expansions focused on driving and supporting accelerated customer growth. Strategic initiatives include increased spending and hiring within sales and marketing, a new international office, and new features and updates to iCIMS' talent management platform, iRecruiter™.

iCIMS' marketing budget will be augmented significantly in order to fuel upcoming demand generation and branding campaigns. Recently recognized by the American Business Awards for outstanding Web site branding (www.icims.com), iCIMS plans on enhancing its presence on and offline through a fully integrated marketing communications campaign.


iCIMS is also in the process of expanding its domestic and international sales presence to support the demand generated from increased marketing and business development activities. Over the next twelve months, iCIMS will triple its internal sales force to generate interest in and nurture relationships with prospective new clients around the world.

In addition to augmenting its sales and marketing infrastructure, iCIMS is in the process of expanding its global foothold with the opening of a new office in the UK. The London office will open later this summer and will serve as a sales and support center for iCIMS' rapidly-growing international customer base. The soon-to-open London location and iCIMS' existing Beijing office offer clients localized best practices as well as complimentary Customer Support 24 hours a day, five days a week.

In addition to these new initiatives, iCIMS will be unveiling new product offerings to further help clients manage their entire talent lifecycles. iRecruiter is the industry's first end-to-end, organically developed Talent Platform; allowing organizations to power multiple talent initiatives within one-web based application, from applicant tracking, workforce management, onboarding, reporting and more. During the second half of 2008, iCIMS plans to continue developing iRecruiter's post-hire offerings around such needs as performance management, succession planning, and HRIS. Research and development initiatives include:

• Workforce planning tools that allow users to easily create and manage forecasting initiatives;
• HRIS capabilities for easy PTO notifications, performance appraisal tracking, training program management, employee feedback collection, and more;
• Succession planning software that connects with workforce planning and performance management objectives; and
• Offboarding tools completely configurable around the customer's preferred process and needs.

"iCIMS has experienced tremendous organic growth over the past few years, and we are confident these new marketing, sales, and development initiatives will elevate future growth to a whole new level," said iCIMS President and CEO Colin Day. "We've seen continued demand for flexible business platforms that meet the needs of growing corporations across all company sizes and industries. iCIMS' ability to successfully configure our software around the needs of nearly 600 SMB and Enterprise customers continues to drive new interest in our offerings, and ultimately converts to new customer acquisition. We are confident in our ability to support this ongoing demand and very much look forward to the results of these sales, marketing, and development initiatives."


About iCIMS:
iCIMS, a leading Software-as-a-Service (SaaS) provider, is an Inc. 500 honoree focused on solving corporate business issues through the implementation of easy-to-use web-based software solutions. iCIMS' iRecruiter, the industry's premier Talent Platform, enables organizations to manage their entire talent lifecycle from applicant tracking through onboarding and beyond through a single web-based application. With more than 500 clients worldwide, iCIMS is one of the largest and fastest-growing talent management system providers in the space. To learn more about how iRecruiter can help your organization, visit www.icims.com or view a free online demo of iRecruiter at www.icims.com/demo.



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Helping Teams Succeed - Interaction Associates Offers New White Paper with Solutions for Behaviors that Block Team Success

CAMBRIDGE, MA - Interaction Associates (IA), the 40-year performance improvement firm with deep expertise in collaboration, today released the white paper, "Help! My Teammates are Driving Me Crazy," by senior consultant Jay Gordon Cone. The firm, which is known for developing leaders and helping organizations charter, develop, and sustain high-performing teams, offers the white paper free for download at its website.

"Everyone encounters it at one time or another: behavior by team members that drives you crazy!" says white paper author Jay Gordon Cone. "And in today's matrixed organizations, that's a recipe for disaster. But there are powerful ways to get past personality issues and become more effective as a team," he added.

The white paper "Help! My Teammates are Driving me Crazy!" includes:

1. A helpful model to understand what motivates certain behaviors.
2. Ways to improve the effectiveness of your own responses.
3. Strategies to turn a downward spiral into a virtuous cycle.

About the Author
Jay Cone has spent the past 25 years helping leaders and teams collaborate productively. His current consulting practice focuses on senior team facilitation, strategic thinking, leadership development, and innovation. Jay serves on the faculty of the Executive MBA program at The University of Texas at Dallas, where he teaches innovation and collaboration. His articles on leadership development have appeared in Training Magazine, The Training & Development Journal and The American Society for Training and Development's Best of Customer Service Training. Jay received a BA in Philosophy from U.C.L.A. and an MBA from the University of Texas at Dallas. He is certified in Management Research Group's Strategic Leadership Development Process, The Center for Creative Learning's VIEWTM assessment of creative problem solving styles and is CAPT qualified to administer Myers-Briggs assessments.

About Interaction Associates
Interaction Associates, Inc. (IA) is a leading global innovator of proven solutions for improving performance through the power of human collaboration. IA has 40 years' experience helping hundreds of companies and organizations around the world. IA helps organizations build the needed collaborative capability to produce extraordinary results, improve critical business processes, and create and maintain trusting and productive work relationships. More at www.interactionassociates.com.








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Technology Sector Starting to Take Steps to Securing Technology Talent

So many companies are crying, "Poor me!", in this tight labour market because they can't find top talent – but what are they doing about it? What changes are they making for success?!

Toronto, ON – June 11, 2008: CareerDoor, Inc. announces its largest event of the year for its June 19th, Toronto CareerDoor Technology & Technology Sales Career Fair.

"Having listened to all the talk about "The Talent War" and observed the unwillingness or inability of corporations to act over these many months, we now finally see a dramatic upswing in the number of companies participating in our career fair events where they can recruit successfully and do it in a cost efficient way. Up to now, the majority of the talkers were turning to the status quo to address their labour shortages – apparently unsuccessfully. So, it's refreshing to see that the participating Toronto, Waterloo and Alberta organizations in this current event are taking the lead and making a significant effort to meet technology talent – over a handshake – in this robust Toronto technology talent pool and to hire successfully," says CareerDoor CEO Terri Joosten.

The participating companies in our June 19th, event include major Corporations the likes of The Bank of Montreal, The Royal Bank of Canada, Research in Motion, Manulife Financial, Maple Leaf Foods, Emergis, and Dell Canada as well as other well know organizations and boutique firms including; 2iSolutions, Agfa Inc., Axiom Real Time Metrics, Webkinz, NCI, Perficient, Wescom, The Economical Insurance Group and Versa Systems. Also at the event will be two leading recruitment agencies, TES – The Employment Solution and Ian Martin Information Technology. Everest College, Maverick Solutions and 24/7 Resumes round out the list of exhibiting companies offering career training and Career development opportunities.

"Companies are finding it difficult to source talent possessing the right combination of the technical skills and the people skills necessary to work in, or to lead teams. Reading resumes posted for IT Jobs alone is not sufficient to identify the latter – the people skills. Despite the advancements in recruiting technology and methods, career fairs remain a staple in the recruiters' arsenal as a means of identifying the communication skills of large numbers of qualified candidates at one time thereby improving dramatically your hiring success rate as well as shrinking the time-line from the first meeting to offer which helps avoid missing out on that prized candidate. Meeting candidates' face-to-face is the only proven way to enable a recruiter to quickly and effectively judge if a candidate has all the requirements needed to perform effectively," says CareerDoor CTO Chuck Mariotti.

The majority of employers are in agreement that the overall pool of available Technology Professionals for hire in Canada is shrinking and that more aggressive – yet cost effective – recruiting measures are needed to be implemented immediately locally and nationally to take advantage of the reassignment of talent from locales in abundance to locales in need and for talent that has outgrown its current assignment and needs new challenge while at the same time acknowledging the need to support 'long term plans' for talent upgrading, the accessing of international labour pools and encouraging participation in technology programs at the college and university levels.

About Us:
CareerDoor Inc. leads the way with creative recruitment solutions that help employers to strategically position themselves to attract and hire Technology & Technology Sales professionals online, in print and face-to-face. Visit us at www.careerdoor.com.

Terri Joosten, CEO
CareerDoor Inc.
tjoosten(at)careerdoor.com
1-888-866-7750
www.careerdoor.com



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Talent Technology Partners with Sterling Testing Systems

Vancouver BC –June 11, 2008 – Talent Technology Corporation, provider of award-winning recruiting and applicant tracking software, today announced that it has entered into a partnership with Sterling Testing Systems, leading provider of pre-employment, background checking and drug testing solutions. Sterling is a global provider of business intelligence, used to determine who is likely to be a productive new employee. Clients rely on Sterling for solutions notable for their speed, accuracy and flexibility — regardless of client, size, industry and geography.
"Through this partnership, Talent Technology can now offer its customers a variety of options for pre-employment screening. Tools that are critical in providing confidence throughout the hiring process.," said Praj Patel, Executive Vice President, Talent Technology. "A company's success lies largely on the people it hires. Ensuring you have a high quality team in place is an essential part of your company's strategy."
"We are pleased to partner with Talent Technology," said Paul Mladineo, Vice President of Strategic Development, Sterling Testing Systems. "We are dedicated to offering Talent Technology's customers a broad range of tools to hire the best candidates, quickly, accurately, and securely. With over 30 years of experience combined with leading web-based technology, Sterling Testing provides a proven set of services that provide employers with greater certainty."
Talent Technology and Sterling Testing are reviewing opportunities for closer product and service integration as part of the respective product roadmaps and will be announcing further details of specific product offerings as they are finalized. Greg Moran, Director, Industry Sales and Partnerships, Talent Technology, commented, "Both organizations share a commitment to offer products that address the real needs that customers have identified. We're confident that the combined solutions we will be able to offer do exactly that."
About Sterling Testing Systems, Inc.
Sterling Testing Systems, Inc. is the leading, private provider of pre-employment screening, background checking, drug testing, I-9 processing, HR outsourcing services, information and solutions. The company's proprietary technologies - Sterling DirectSM and Court DirectSM - seamlessly link HR professionals to a host of pre-employment screening and background information and data. Sterling maintains a 96 percent client retention rate and boasts 6,000 clients from Fortune 500 companies to small- and mid-sized companies in a range of industries including healthcare, retail, financial services, insurance, manufacturing, transportation, professional services and telecommunications, among others. Sterling provides clients the most accurate intelligence, at the highest speed, at the most effective cost, utilizing the latest technology to make our screening process a model of service and value. We contour solutions to our
client processes, systems and requirements - no matter how old, new or different. For more information, please call 800.899.2272.

About Talent Technology Corporation
Talent Technology Corporation is a leading provider of on-demand applicant tracking and component recruiting technologies for the recruiting/staffing industry and corporate HR departments. Our award-winning HireDesk and Resume Mirror products power the recruiting industry. Key recruiting solution providers including Oracle, Taleo, ADP Virtual Edge, Bernard Hodes Group, Workopolis and many others partner with us to offer their clients advanced recruiting capabilities. In addition, hundreds of organizations ranging from Fortune 1000 firms to independent recruiting/staffing agencies rely on our products to automate, improve and better manage their sourcing, recruiting and hiring processes. Learn more about Talent Technology at www.talenttech.com or call 866.747.3375 for additional details.

###

Media Contact:

Praj Patel
EVP Marketing
Talent Technology
Tel 604.278.4414
e-mail protected
from spam bots



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Be alert to, Fire Alarms Signs Your Job May Be In Jeopardy.

New York, NY June 12, 2008 – In today's highly volatile job market, it makes sense to be aware of signals that might mean you are heading towards a pink-slip says Robert Graber, founder of WallStJobs.com, an on-line hiring site.

"No one is really safe these days from sudden, unannounced job cuts," noted Graber, "firms act quickly to effect cost savings, so lay-offs can impact any level of employee." Graber has observed several corporate clues that can be, "Fire Alarms" and he advised that all employees take particular note of these potential harbingers of trouble:

- Intern Invasion. "Are there more low-paid or non-paid interns at your company this year? They may be there to handle the transition to less full time employees, and their school schedules allow a company to easily segue to the leaner headcount at the end of the summer" observed Mr. Graber. "Be especially alert to a situation where none of the interns are related to any employees. A firm will probably not be laying off employees if their sons or daughters are working in the same building, so things may be stable, at least for the summer," Graber says.

- Consultant Creep. "If your company suddenly starts bringing in outsiders to evaluate firm operations, beware" said Graber. "These so called efficiency-experts are often the first step towards eliminating jobs."

- HR Herding. "If your Human Resources department is meeting as a group more frequently, during the day or after hours, it might be trouble," warned Graber. "This could mean that they are preparing for large-scale cut backs and need to get the separation strategy and associated materials all in place."

- Minute Minding. "Alarm bells should sound if your BlackBerry or iPhone minutes are cut" cautioned Graber. "Any move away from long term contract commitments for communications devices is a real cause for concern."

"Don't panic if you notice just one or two fire alarms," Graber said, "but several of these signals should be a wake-up call, at the very least, to be certain that your resume is up to date and your network of professional contacts is current."

About the company: WallStJobs.com, the premier recruiting source exclusively for financial service professionals, is a member of the Jobosaurus family of uniquely specialized recruiting sites.







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"Normal" Employee Attitudes Shown by Employee Survey Benchmarks

[Old Saybrook, CT/ June 12, 2008] -- Trying to define a "normal" workplace is as difficult and unpredictable as describing a "normal" family, according to Paul M. Connolly, Ph.D., president of Performance Programs, Inc., an Old Saybrook, CT, human resources research firm that has conducted hundreds of employee surveys worldwide since 1987. Employee survey benchmarks, also called norms, provide a critical frame of reference when human resources professionals try to interpret employee satisfaction survey results.

"While there is no way of defining 'normal' workplaces, there are average or predictable answers to some employee survey questions," says Connolly. "Most companies, for instance, have a hard time getting high ratings for internal communications." In his most recent review of Performance Programs' extensive database of employee survey answers, Connolly found that almost 60% of respondents had neutral or negative attitudes to the statement "Information in this organization is communicated well."

"You can see that lots of organizations have difficulty with internal communications," says Connolly. He defines high agreement as 67% or more of responses residing in the favorable or highly favorable categories. Another management challenge, he says, is revealed by responses to the statement: "Work standards are clearly understood." His most recent review of the data showed that 58% were negative or neutral on this statement. Career advancement, management consistency, and recognition are other challenging areas.

Performance Programs now provides an updated and expanded database of industry norms—available to companies whether or not they choose Performance Programs to conduct the survey. The database was started in 1997 and has as many as 100,000 responses for 85 questionnaire items. Employers can obtain norms for general business or for one of 16 industries and categories, including nonprofits. Multinational organizations are well represented in the database.

"Norms help you judge whether results are high or low compared to other organizations," says Connolly, who encourages organizations to repeat their surveys several times and develop internal norms. "Even if you find certain items disappointingly low, you may find your organization outranks many other organizations. Outside norms are especially important for a first-time employee survey."

Norms reports from Performance Programs include the mean, standard deviation, frequency distribution, and number of respondents on which the norm is based. Norms are available to organizations and consultants, whether Performance Programs performs the survey or not. There is no minimum purchase. A 50% discount is offered to employers who share their survey data with Performance Programs for inclusion in their Employee Feedback Database. Identities of organizations in the database are kept confidential to PPI.

Interested employers and human resource consultants can also purchase a preview of PPI's norm data in the book and CD combination, Employee Opinion Questionnaires: 20 Ready-to-Use Surveys that Work. In addition to 20 employee questionnaires, the book provides 30 of the most frequently asked questions, along with their norms. A complete list of 700 questionnaire items is available in The Employee Survey Question Guidebook.

For more information, call Performance Programs at 1-800-565-4223

Email

*Media Contact: Kathy Connolly, 1-800-565-4223



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Playing the Recruiting Game: How the US Army has pioneered the use of game technology to recruit the Digital Generation.

Oxford UK, 12 June 2008 -- As part of their "Digital Generation Initiative", workplace experts Career Innovation have explored how the US Army has pioneered the use of online video games and simulations of the work environment as a way to attract, recruit and prepare people for jobs in the US Army.

The case study includes key conclusions and recommendations for other recruiters considering using gaming, and web 2.0 technologies to enhance their talent attraction and recruitment strategies.

Download the case study by visiting: http://www.careerinnovation.com/viewreport.asp?ReportID=14

Career Innovation regularly documents innovations in the workplace, including the use of technology for recruitment, collaboration, knowledge sharing and other ways of adapting to the expectations of the Digital Generation.

The "Digital Generation Initiative" comprises a review of corporate recruitment websites and use of web 2.0 tools, detailed case studies of best practices, focus groups and a global survey of students and workers. This was launched in early 2008 with young opinion leaders invited by AIESEC, the world's largest student-run organisation. The new research from this Initiative will help technology firms and top employers track, understand and adapt their use of technology to the emerging communication and working styles of the Digital Generation.

ENDS

Notes for editors:

About America's Army – http://www.americasarmy.com

Launched in July 2002 the America's Army game, which is rated "T" for Teen by the ESRB, has become one of the most popular computer games in the world. America's Army has penetrated contemporary culture and is one of the most recognizable game brands as a result of its unique inside perspective of the U.S. Army and its exciting gameplay. In the America's Army game, players are bound by Rules of Engagement (ROE) and grow in experience as they navigate challenges in teamwork-based, multiplayer, force versus force operations. In the game, as in the Army, accomplishing missions requires a team effort and adherence to the seven Army Core Values. Through its emphasis on team play, the game demonstrates these values of loyalty, duty, respect, selfless service, honor, integrity and personal courage and makes them integral to success in America's Army.


About Career Innovation – http://www.careerinnovation.com

Career Innovation (Ci) is a workplace innovation 'lab' whose strategic research and practical career tools help increase levels of performance, engagement and inspiration in workplaces around the world. Ci is based in Oxford UK and is funded by some of the world's leading employers including Marriott International, GlaxoSmithKline, and Boeing, as well as charities such as Cancer Research UK. "Our vision is to see people living more fulfilled lives, and making a greater contribution to their workplace and community. Using the latest technology, we conduct research to understand what motivates people around the world. Then we help organisations to create inspiring work, and individuals to navigate their career."


Press Contacts

Career Innovation
Paul Townsend
+44(0)1865-202123



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AVOID THE FIVE BIGGEST TELECOMMUTING MISTAKES

June 12, 2008, Hillsdale, NJ — As gas prices hit record highs and worries rise about the prospect of $5 a gallon gas, companies can expect to face increased pressure to consider telecommuting. But before they do FlexPaths (www.flexpaths.com) a Web-based provider of workplace flexibility solutions, warns that individuals and companies should not make the following mistakes.

The 5 Biggest Telecommuting Mistakes Individuals Make:
1. Don't set boundaries for themselves regarding work and personal responsibilities
2. Don't find ways to stay physically connected to the workplace and colleagues
3. Think they can work the same way remotely as they did in the office
4. Underestimate the need to communicate frequently with boss re what's working/not working so can be proactive
5. Don't do enough problem solving regarding 'what if' scenarios before they begin telecommuting

The 5 Biggest Telecommuting Mistakes Companies Make:
1. Think it's NOT already happening
2. Think it's harder than it is
3. Assume if I can't see you, you must not be working
4. Think it's all or nothing; fail to understand telecommuting may require a blend of off-site and in office face time
5. View telecommuting ONLY as an employee benefit; fail to see how telecommuting can benefit the business by meeting customer needs (i.e. across time zones) or save the company real estate and other overhead costs

"Done right with proper planning and processes, telecommuting can do more than ease pain at the pump," said Karol Rose, author of five books on human resources issues and an executive with FlexPaths. "Avoid road bumps by using telecommuting as a strategic route to long-term benefits instead of a short-term detour."

FlexPaths' corporate and consumer web portals provide 100 on-line resources to support both corporate and consumer workplace flexibility needs including several dedicated to telecommuting issues.

Companies license and customize FlexPaths' corporate portal as a central technological platform to launch, manage and advance flexibility while the free consumer portal helps individuals develop flex readiness and connect to companies and communities who value working flexibly. Site resources include patent-pending features, best-in-class content, interactive tools, data assessments and training materials developed by well-known pioneers in workplace flexibility.



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Impact Achievement Group Debuts Supervisory Basics New Supervisor/Manager Training

SEATTLE – June 11, 2008 – Impact Achievement Group introduced its Supervisory Basics workshop series, helping new supervisors/managers accelerate their personal success as they move from an individual contributor to a managerial position.

As more companies strive to build management success, the desire for early and immediate training for first-time managers is rising in importance. Promotions can become the starting point for company conflicts when managers don't establish good habits that build their credibility and effectiveness.

"The transition from an individual contributor to a supervisor or manager role is one of the most critical and difficult career moves," said Lee Klepinger, president and chief executive officer. "We often see new managers either visibly doing the wrong things, or "hiding". Either creates significant opportunities for failure. The Supervisory Basics series helps managers understand the management behaviors and tactics required to ensure their own and their company's success."

Klepinger further noted that when managers focus on the third possibility – behaving visibly doing the right things – they establish themselves in a legitimate position of power, inspire superior performance and promote open, effective communication.

Part of Impact Achievement Group's Performance Advantage™ workshop series and integrated training products, Supervisory Basics helps beginning managers avoid common new manager traps.

These traps – lack of clarity in expectations, ineffective communications, not establishing of personal power, and failing to move from "doer" to leader – often cause challenges for first time managers. Such negative behaviors lead to absenteeism, low moral, lost productivity and customer loyalty, as well as increased attrition.

Supervisory Basics is split into 12 individual yet linked two-hour modules led by a facilitator. Companies can also choose flexible implementation, including an integrated 3-day series, stand-alone sessions, mix and match, an external facilitator or train-the-trainer options.

Modules address such topics as "Initial Tactics," a framework for new managers, "Define Yourselves or Others Will," emphasizing the critical role the manager's actions and attitude play, as well as "Working with Your Boss," "Performance Review Skills," and "Coaching Style Flexibility." The "Initiative and Delegation" module helps new managers wisely invest their time and influence, and "The Law: Compliance Basics," provides beginning managers information on common topics that apply to most organizations.

About Impact Achievement Group
Impact Achievement Group is a training and performance management consulting company that provides assessments, coaching, story-based interactive workshops, and simulations for managers at all levels of organizations worldwide. Company experts Rick Tate and Julie White, Ph.D. are internationally recognized authorities in leadership development, human performance, customer-focused business strategies and workplace communications. More information is available at http://www.impactachievement.com.


Contact:
Lee Klepinger
Impact Achievement Group
888/248-5553
leek(at)impactachievement.com


Gail DeLano
Fisher Vista/HRmarketer
831/685-9700
gdelano(at)fishervista.com




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TalentQuest Introduces Talent Management Alignment

ATLANTA, June 11, 2008 – TalentQuest, a human capital management firm that blends the art of consulting with the science of technology, today introduced a new service designed to help organizations maximize their return on investments made in talent management software.

Under the new offering, Talent Management Alignment, the firm evaluates existing business processes, determines what investments are appropriate and necessary, plans and budgets the implementation process, and ensures that the initiative is owned and supported by the entire organization.

The new service reflects an emerging transformation in organizations where previously "siloed" functions and disparate processes and data are integrated through new applications and technology. It helps organizations make the most appropriate technology investment decisions for their current circumstances as well as their long-term HR growth plans. It also establishes an integrated, solid foundation to ensure successful implementation and organization-wide utilization.

"As with many of our offerings, the development of Talent Management Alignment was largely based on our clients' needs," said Dr. Frank Merritt, president of TalentQuest. "Far too many companies fail to fully capitalize on the benefits associated with automating and integrating talent management functions and processes."

Having consulted with countless organizations over the last 35 years, TalentQuest found that many fail to align their people, processes and technology before implementing a talent management solution, resulting in installation of a sub-optimized and often under-utilized system. Many lack clearly defined recruiting, performance management, training, development, and succession planning processes, which makes automation virtually impossible. Finally, newly established, rapidly growing and simply evolving organizations tend to make hasty decisions in selecting and implementing a talent management technology solution.

"There are numerous companies that offer talent management software implementation, but few provide the due diligence, objective advice and strategic counsel necessary to ensure successful adoption of the solution," Merritt concluded.

About TalentQuest

TalentQuest has been strengthening organizational performance and advancing leadership for more than 35 years by blending the art of consulting with the science of technology. Our consultants and organizational psychologists deliver fully integrated Human Capital Management consulting and Talent Management solutions that span the entire employee lifecycle - from talent selection to leadership succession - enabling organizations to maximize the value of their investment in people. TalentQuest is based in Atlanta, Ga., and has offices Seattle, Wash., and New York. To learn more, please visit www.TalentQuest.com.

Media contact:

Manda Hunt, TalentQuest
404.441.3455
manda(a)lenoxcommunications.com


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ERC DATAPLUS CLIENT RECOGNIZED WITH PRESTIGOUS HUMAN RESOURCE AWARD

Norwalk, CT. --- (June 10, 2008) --- ERC Dataplus, Inc., a leading provider of web-based human resource application solutions, congratulates Jeffrey Wade, SPHR, Senior Vice President of Human Resources for Hersha Hospitality Management, LP for being announced as the Delaware Valley Human Resource Person of the Year. Mr. Wade's predecessor employer became an ERC client in 1997 and when he joined Hersha Hospitality, one of his first calls was to ERC Dataplus.

"When I joined Hersha in 2006, I quickly realized that in order to implement the talent management vision and strategy that I wanted to put in place, I had to partner with a technology provider that could not only deliver, but do it within our timeframe and budget," said Jeff. "I turned to ERC Dataplus because of my prior experience working with them. I knew they had a robust and configurable applicant tracking system, Selectech® Workforce Management and their ARGOS® 360 feedback system was ideally suited to assist with our management development initiative. We also use ERC's technology to do guest satisfaction surveys at our non-branded properties. When we come across a business challenge where an immediate solution is not available, ERC has always been willing to work with us to develop a solution to address those issues. Their Selectech® PAFS(SM), Personnel
Action Form System, is such an example. We wanted to eliminate paper and automate the processing of most personnel changes. With Selectech PAFS, we have processed over 5,500 transactions in eight months and are able to not only eliminate paper, but also to incorporate approval management, and insure compliance with our SOX requirements," he went on to say.

"We are proud to be a part of Jeff's HR transformation initiatives within Hersha Hospitality," said Paul Rathblott, CEO of ERC Dataplus. "During the past two years under Jeff's leadership his team, partnering with ERC, has been able to complete a significant number of key human resource projects and equip Hersha to continue its rapid growth in the acquisition of properties. We look forward to continuing our partnership and contributing to Jeff's vision for Hersha's growth and his personal success. The current initiative underway for Hersha is to implement an I-9 management and EVerify management system early in the third quarter," Rathblott continued.

About Hersha Hospitality Management, LP

Hersha Hospitality Management, LP provides turnkey hotel management and asset management for properties with leading brand affiliations through Marriot, Hilton, Starwood and Intercontinental. A highly experienced team is accustomed to serving as a fiduciary to publicly reporting companies, joint ventures, institutional real estate owners and private investors. Hersha consistently provides market share premiums, satisfied guests and superior returns to our customers.

Hersha Hospitality Management maintains a deep tradition as an owner-operator by exceeding customer expectations and carefully managing operating costs. Nonetheless, Hersha has invested heavily in people, technology, processes and internal controls to increase revenues, reduce costs and improve efficiency.

Hersha Hospitality Management currently provides asset management services for 14 properties and hotel management services to over 55 upscale and mid-scale hotels in the most valuable markets in the nation including Boston, Hartford, New York City, New Jersey, Philadelphia, and metro Washington D.C.

To learn more about Hersha services, please call at (215) 238-1046, extension 412.

About ERC Dataplus, Inc.

ERC Dataplus delivers Web-based HR management solutions that help organizations improve their hiring processes and results. Since 1993, ERC has enabled leading financial service firms, call centers, retailers, hospitality organizations and Fortune 2000 companies to automate and enhance their employee recruitment, selection, development and retention.

ERC's comprehensive solutions help manage the entire hiring process from applicant pre-qualification, assessment and interview coordination through on-boarding. In addition to saving time and limiting administrative burdens associated with high-volume employee recruiting, ERC solutions improve the quality and quantity of qualified candidates, reduce turnover, fill openings more quickly and provide analytics that allow organizations to better manage and measure all hiring-related activities.

ERC also offers post-hire HR technology through its performance management and multirater assessment applications, talent inventory management, and employee surveys (new hire, exit and climate surveys).

ERC's applications are modular in design and easy to use allowing clients to select what they need, when they need it. To learn more about ERC and its portfolio of cost effective staffing solutions, visit www.ercdataplus.com or call 1-888-ERC-CORP (372-2677).
###



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PerfectSoftware to offer expert employment law advice through its HR and Payroll software.

Norwalk, CT - (June 11, 2008) - For employers, understanding employment law decisions and legislation is fundamental in our increasingly litigious society. Human resource and payroll departments need to stay informed on employment law issues and have the ability to take decisive action without fear of costly legal settlements. Just look at some the recent court verdicts and settlements ruled against these companies.

- Sheet Metal Worker's Union: $6.2 million. Race & natural origin discrimination in job placement.
- Starbucks: $100 million. Tips improperly paid to supervisors.
- New York Knicks: $11 million. Sexual harassment.
- Walgreens: $25 million. Race bias promotions.

These cases involved some well known names, but big settlements hit smaller organizations as well. A little prevention could help avoid costly legal battles.

EEOC reports discrimination complaints increased significantly in 2007 over 2006:

-Total claims: up 9% (largest % increase since 1993)
- Race: up 12% (highest level since 1994)
- Sex: up 7% (highest level in six years)
- National origin: up 12%
- Disability: up 14%
- Religion: up 13%
- Age: up 15%

Discrimination charges are increasing at an even greater rate in 2008 and may set a new record. Online filing forms at the EEOC make it easier for employees to submit complaints, and recessions historically have brought increases in employee filings.

How do your HR and Payroll departments minimize exposure to costly legal battles?

PerfectSoftware has the answer by empowering your HR & Payroll departments with HR Legal Connect!

PerfectSoftware and the workplace HELPLINE announced today a strategic partnership to provide PerfectSoftware users with access to HELPLINE'S team of experienced employment law attorneys; Epstein, Becker & Green. PerfectSoftware will brand the service as HR Legal Connect™ and it will be available to its clients August 1st within its PerfectHR and PerfectPayroll software modules.

HR Legal Connect™ will provide PerfectSoftware clients with toll-free phone & on-line access to experienced employment law attorneys. The attorneys will answer specific HR and employment related questions, with specific documented advice, no later than the end of the next business day!

"This partnership will prove to be a valuable benefit to our clients and the workplace HELPLINE is a terrific provider of this unique and useful service" says Michael Gabriele, CEO of PerfectSoftware, "Our customers will be pleased with this new addition to our solution and will be able to save valuable time while avoiding potential legal risks".

The employment law advice ranges from regulatory & compliance including Family and Medical Leave Act (FMLA), Fair Labor Standards Act (FLSA), Exempt/non-exempt, wage & hour, pre-employment screening and hiring questions to handling sexual harassment & discrimination complaints, documenting warnings, terminating employees as well as benefits questions. HR Legal Connect™ employment law attorneys are experienced and well versed on over 60 different human resource issues, and more!

Jim McSherry; CEO of Workplace Helpline had this to add, "We are excited to partner with Perfect Software to provide the HR Legal Connect™ employment law service! PerfectHR and Perfect Payroll clients can now be seamlessly connected, through the software, to experienced attorneys. Employers will be provided specific documented advice and counsel, no later than the next business day. How exciting is that!"

About the workplace HELPLINE®

As an industry leading Employment Law and Human Resource (HR) Information Company, HELPLINE has revolutionized the way that Professional Services are brought to the workplace. Through insurance, financial services, payroll and governmental channels, they provide legal advice to thousands of employers in all 50 states. They range from the small to medium size firm in the private and public sectors to large organizations that have in-house legal and HR departments. HELPLINE's "high touch" Relationship Management approach seamlessly integrates human contact with cutting edge technology and experienced professional expertise to answer and document responses to employers' specific questions.

About PerfectSoftware®

PerfectSoftware empowers Human Resource and Payroll professionals with customer driven solutions that help them recruit, develop, pay and retain key employees. PerfectSoftware focuses on middle market companies and provides its customers with unique features that provide key benefits toward corporate goals and objectives. The solutions help the HR and Payroll Professionals position the Human Capital of the company in such a way that revenue and expenses are directly impacted through positive results.

Their software modules run the gamut of Payroll Software, Human Resources Management Software , Applicant Tracking Software , Time & Attendance, Benefit Election & Enrollment, Salary Planning & Administration, Position Control, Alerts, Employee Self Service Software, COBRA management and Ad Hoc Reporting.

For more information on HR Legal Connect, visit http://www.perfectsoftware.com/employment_law_assistance.php




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Stringer Executive Search adds Talent Officer searches

Austin, TX, June 10, 2008 - Hank Stringer, CEO of Stringer Executive Search, today announced the expansion of its services to include Talent Officer searches.

"Talent is the most important asset for business today," said Stringer. "Changing demographics, technology and global competition requires executive talent leadership steeped in technology, marketing, sales, operations, and results.

"The need for an all-around executive talent leader who can strategically and successfully attract, retain and nurture a company's talent community is becoming increasingly more common, and critical to success. As Stringer Executive Search continues to grow, it is an additional practice area our clients need."

"Hank Stringer has been a leader and force in the talent management industry for years," said Kevin Wheeler, CEO of Global Learning Resources. "It just makes sense that he and his team would capitalize on their industry knowledge, expertise, and contacts to help companies of all sizes recruit the best talent leadership the market has to offer."

As the competition for talent continues to escalate, more companies are adding Talent Officer and Chief Talent Officer positions to improve their recruiting and retention. Case in point: On a single day recently, there were more than 2,400 searches for a Talent Officer on monster.com – that number even excludes filled positions and job vacancies on other job boards.

With the formation of Stringer Executive Search, a Novotus company, Stringer combines a vast human resource and talent management network with a unique technology platform to efficiently and effectively source, assess, and quickly deliver the right executive to client companies. Stringer, the founder of Hire.com and co-author of Talent Force, is a recognized thought leader in talent acquisition and talent management.

ABOUT STRINGER EXECUTIVE SEARCH
Stringer Executive Search retains executive search services and non-traditional executive search solutions for the emerging industry sector, delivering executive prospect candidates faster while ensuring results well above industry standard. An extension to your executive talent acquisition function, Stringer ES provides operational, event-based, or ongoing executive search solutions that immediately scale to your changing business environment. For more information, contact Hank Stringer at 512.904.1038 or visit www.stringersearch.com.

ABOUT NOVOTUS
Novotus, based in the U.S., is a modern recruitment process outsource provider that fuses together the services offered by recruitment process outsourcing companies and traditional staffing companies. Founded and directed by professionals who sought to meet the changing needs of companies, Novotus has altered the landscape of recruitment process outsourcing. For more information, contact Jim Taylor at 817.845.1414 or visit www.novotus.com.



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Wellness Corporate Solutions congratulates 62 Employers recognized by Alliance for Workplace Excellence as Excellent Places to Work and 19 Employers r

Bethesda, MD June 10, 2008 Wellness Corporate Solutions is proud to be a
corporate partner of The Alliance for Workplace Excellence. On June 19th, the Alliance will hold their Annual Awards Luncheon. This event, hosted by Kathleen Mathews, will recognize the 62 winners of the 2008 Workplace Excellence Award and the 19 winners of the Health & Wellness Trailblazer Award. More than 600 business executives from the Greater DC area will be attending the luncheon to recognize their peers who are leaders in providing an excellent workplace environment for their employees. The 2008 winning companies represent more than 1.3 million employees from small, medium and large, private, nonprofit and public sector businesses.
These outstanding winning employers are committed to providing balanced leadership through inclusive and flexible corporate culture and management practices; family and employee friendly policies and programs; strong health and wellness practices; strong health and wellness programs; growth and learning opportunities; and a commitment to corporate, social, and civic responsibility. Winners are selected after a comprehensive evaluation process that is run by an Independent Review Panel of professors, PhD professionals, and PhD students of business, industrial and organizational psychology and Human Resources.
"These award-wining employers realize that creating a sustained culture of workplace excellence and supporting workforce health and wellness makes good business sense," said Fiona Gathright, President of Wellness Corporate Solutions. "Each of these selected winners strives to raise the bar for workplace excellence and demonstrates to the business community that workplace excellence is not just a 'nice thing to do' but it is a strategic business imperative for financial success," Gathright concluded.
The Alliance for Workplace Excellence, is a 501(c)3 nonprofit organization that supports the pursuit of workplace excellence with training and education, awards of recognition and community awareness.
Wellness Corporate Solutions is a leading provider of comprehensive employee wellness programs including important health screening, health coaching for high risk employees, health education seminars and programs, and incentivized employee health challenges. Our services and programs are conducted by professional and experienced staff, and our clients include employers with 100 to 10,000 employees. Wellness Corporate Solutions is dedicated to providing creative, flexible wellness programs that save employers money by impacting their health care bottom line.

2008 Workplace Excellence Seal of Approval Winners:
1. Adventist Rehabilitation Hospital of Maryland
2. Allstate Insurance Company
3. American Speech-Language-Hearing Association
4. BDO Seidman ,LLP
5. Booz Allen Hamilton
6. Calvert Group, Ltd.
7. Calvert Memorial Hospital
8. Carlson Restaurants Worldwide
9. Carmax, Inc.
10. Carroll Hospital Center
11. Chesapeake-Potomac Home Health Agency
12. Chevy Chase Bank
13. Choice Hotels International, Inc.
14. Civista Health, Inc.
15. College of Southern Maryland
16. Comtech Mobile Datacom
17. Corporate Network Services, Inc.
18. Credit Suisse
19. Discovery Communications, LLC
20. Equals Three Communications, Inc.
21. Federal Realty Investment Trust
22. Finra
23. First Data USA
24. Futron Corporation
25. GenVec, Inc.
26. Henry M. Jackson Foundation for the Advancement of Military Medicine
27. Holy Cross Hospital
28. Honest Tea
29. Hughes Network Services
30. Human Genome Sciences
31. Katten Muchin Rosenman LLP
32. KPMG LLP
33. LifeWork Strategies
34. Loiederman Soltesz Associates, Inc.
35. Marriott International, Inc.
36. MCT Federal Credit Union
37. Mental Health Association of Montgomery County
38. Mid-Atlantic Federal Credit Union
39. Montgomery College
40. MorganFranklin Corporation
41. National Institutes of Health Federal Credit Union
42. Optimal Networks, Inc.
43. Post-Newsweek Media, Inc.
44. PTG International, Inc.
45. Qiagen
46. Randstad USA
47. SAIC-Frederick, Inc.
48. Sandy Spring Bank
49. Social & Scientific Systems
50. SRA International, Inc.
51. Stanley, Inc.
52. Suburban Hospital
53. Sybase, Inc.
54. TerpSys
55. The Humane Society of the United States
56. The MITRE Corporation
57. The Motley Fool
58. VCU Health Systems
59. Verizon Wireless
60. Washington Real Estate Investment Trust
61. Washington Suburban Sanitation Commission
62. YRCI

2008 Health & Wellness Winners:
1. American Speech-Language-Hearing Association
2. Calvert Group, Ltd.
3. Calvert Memorial Hospital
4. Carroll Hospital Center
5. Choice Hotels International, Inc.
6. Civista Health, Inc.
7. Comtech Mobile Datacom
8. Credit Suisse
9. Discovery Communication, LLC
10. Federal Realty Investment Trust
11. GenVec, Inc.
12. Holy Cross Hospital
13. Hughes Network Systems
14. Marriott International, Inc.
15. Montgomery College
16. Social &Scientific Systems, Inc.
17. TerpSys
18. The MITRE Corporation
19. Verizon Wireless
This event is open for press coverage. Those wishing to attend must call Liz Sobrino at 301-229-7555 by June 15, 2008.



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Lucas Group Announced it will be one of the Sponsors at this years 2008 Golf Fore Justice in Chicago, IL

Lucas Group, an executive recruitment search firm, announced it will be one of the sponsors at this year's 2008 Golf Fore Justice held at the White Deer Run Golf Club in Vernon Hills, IL on June 12th, 2008. The Chicago Volunteer Legal Services Foundation holds this annual golf tournament annually to benefit their foundation and assisting in ensuring that the law works for everyone. This is their 7th year for the tournament where over 100 golfers will gather for an unforgettable round of golf, great company and a night to mingle over dinner.

Lucas Group will be a Birdie Sponsor as well as the Score Card Sponsor. Alex Miller, Managing Partner for Lucas Group's Legal Division in Chicago, IL, will be attending. She has over five years of recruiting experience within the legal industry. Prior to joining Lucas Group she spearheaded the development of a formal attorney recruitment division within regional boutique legal recruiting and staffing firm. Also in attendance will be Natalie Kernisant, Gavin Jackson and Stacie Nealon.


About Lucas Group
Lucas Group is one of the nation's largest executive recruitment firms that built a reputation for successfully providing human capital placements in multiple markets and industries. The search firm has increased its reach, while maintaining a commitment to high performance and unsurpassed industry knowledge. Lucas Group focuses on recruiting top executives in management, advertising/marketing, sales, accounting, manufacturing, legal, military personnel transitioning and technical positions across all major industries. With offices nationwide and its expansion into Europe, Lucas Group performs search assignments for Fortune 100+ companies, as well as regional businesses and entrepreneurial firms.



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Lucas Groups Jeff Bloom will be participating as a panelist on the topic of Recruiting within the Legal Industry

Lucas Group, an executive recruitment search firm, announced Jeff Bloom, Managing Partner of
Lucas Group's Legal Division in Texas, will be a panelist at this year 2008 Recruiters Roundtable being sponsored by Texas Lawyer held in Houston, TX. The panel of 5 recruiters within the legal industry will be moderated by Mike Androvett of Androvett Legal Media. The transcripts containing pictures and biographies of the panelists will be printed and inserted into Texas Lawyer as well as their website.

Topics of conversation were submitted by the panelists. With the changing economy this year, the topics should be lively and informative for discussion. The panelists are a mix of independent recruiters, small firms and Lucas Group who will be representing the large firm arena.


Jeff Bloom focuses on recruiting and placing lateral attorneys, including Partners, Associates and Groups, primarily with AMLAW200 – ranked law firms in Texas. Jeff is a licensed attorney and a member of the State Bar of California. Prior to the Lucas Group he gained experience litigating in the areas of insurance bad faith, personal injury and class action law suits at Levine, Steinberg, Miller & Huver in San Diego, CA.


About Lucas Group
Lucas Group is one of the nation's largest executive recruitment firms that built a reputation for successfully providing human capital placements in multiple markets and industries. The search firm has increased its reach, while maintaining a commitment to high performance and unsurpassed industry knowledge. Lucas Group focuses on recruiting top executives in management, advertising/marketing, sales, accounting, manufacturing, legal, military personnel transitioning and technical positions across all major industries. With offices nationwide and its expansion into Europe, Lucas Group performs search assignments for Fortune 100+ companies, as well as regional businesses and entrepreneurial firms.



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Juice Inc. Pinpoints The Five Drivers of Engagement in New Podcast

Guelph, Ontario, Canada—June 10, 2008—Business leaders understand that engagement reduces turnover, increases productivity and contributes to corporate goals. But what are the essential factors that create employee engagement? The new podcast from management consulting firm Juice Inc. provides answers.

In The Five Drivers of Employee Engagement, one of Juice's customers interviews Brady Wilson, a founding partner of Juice Inc. Michael Ebaugh, the Corporate Director of Learning and Development at Botsford Hospital in Farmington Hills, Michigan, asks Wilson what the five drivers of engagement are, how Juice discovered them, and what managers can do to create engagement in their employees.

Juice spent several years looking at research from The Gallup Organization, Towers Perrin and other leading organizations and discovered that what matters most to employees is that their core emotional needs are being met. Juice also found that paired with each driver is a state of being that, when met, engages and energizes employees and leads to increased productivity and retention.

Juice defines the five drivers with the following statements:

"I Fit" -- Belonging
"I'm Clear" -- Security
"I'm Supported" -- Freedom
"I'm Valued" -- Significance
"I'm Inspired" -- Purpose

"An employee's personal energy level corresponds to their productivity and performance," Wilson says. "When energy levels are up, engagement is high. It's the job of managers to communicate with their employees in a way that releases their energy so that employees feel content and productive."

To hear the podcast, please visit http://www.juiceinc.ca/podcast.htm.

To download the associated white paper, "The Five Drivers of Engagement," please visit http://www.juiceinc.ca/whitepaper.htm.


About Juice Inc.

Since 1998, Juice Inc. has been working with organizations to create better business outcomes and improve performance by releasing Intelligent Energy. Juice Inc. has seen a significant return on investment for its clients, including Amex, AstraZeneca Canada, Botsford Hospital, CIBC, Co-operators Insurance, Kellogg, Canadian Tire Financial Services, Cooper-Standard, Huron Perth Health Alliance, Kraft Foods, Linamar Manufacturing, Manulife Financial, Maritz, NestlePurina, Raytheon and UNICEF.


Media Contact:
Crista Renner
519-822-5479, ext.222
crenner(at)juiceinc.com



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Joseph Hillesheim Named Finalist for Ernst & Young Entrepreneur of the Year® 2008 Award in the Southwest Area

Dallas, TX (May 28, 2008) – AspireHR, the largest boutique firm dedicated to SAP HR solutions, announced today that Joseph Hillesheim, the firm's Founder and President, has been named a finalist for the 2008 Ernst & Young Entrepreneur of the Year® Award in the Southwest area.

The Ernst & Young Entrepreneur of the Year® awards program recognizes entrepreneurs who demonstrate extraordinary success in the areas of innovation, financial performance and personal commitment to their businesses and communities. This year's finalists were selected by an independent judging panel comprised of area business, academic and civic leaders. The winners will be revealed at a gala event on June 28, 2008 at the Intercontinental Hotel.

"I am thrilled that I've been chosen as a finalist," said Hillesheim. "It is an honor to be considered for this prestigious award and to be included with such an impressive group of professionals and business leaders."

Hillesheim knows what being an entrepreneur is all about. A decade ago at the age of 24, he started out with a vision for a different kind of technology consulting organization – one that actually delivered real value for its clients and met its commitments. So, he struck out on his own, gathered together like-minded consultants who shared his passion for making an impact and founded Aspire HR.

Over the course of the past ten years, AspireHR has evolved from a small boutique consulting firm to become a major player in the HCM technology industry. As the largest SAP partner focused exclusively on the needs of the HR marketplace, the company has demonstrated its ability to bring experience and innovation to its clients. At the same time Hillesheim has built a team of professionals who are able to bring a depth of experience and a wealth of expertise to all of the firm's endeavors.

"Building a successful company is never about just one person," said Hillesheim. "AspireHR is all about people – the partnership with our clients and the successes we have delivered as a team at AspireHR."

Regional award winners will be eligible for consideration in the Ernst & Young Entrepreneur of the Year 2008 national program. Winners in numerous national categories, as well as the overall national Ernst & Young Entrepreneur of the Year award winner, will be announced at the annual awards gala in Palm Springs, California, on November 15, 2008. The awards are the culminating event of the Ernst & Young Strategic Growth Forum, the nation's most prestigious gathering of high-growth, market-leading companies.

This year, the Entrepreneur of the Year awards program celebrates its 22nd anniversary. The program has expanded to recognize business leaders in over 135 cities in 50 countries throughout the world. Previous Southwest area winners include Michael Dell of Dell Computers, Herb Kelleher of Southwest Airlines, Mark Cuban and Todd Wagner of Broadcast.com, Norm Brinker of Brinker International, Gary Heavin of Curves International, and H. Ross Perot of Perot Systems.
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For Additional Information, Contact:
Susan Kern, Director of Marketing
e-mail protected
from spam bots
214-880-0099, Ext. 168

About Aspire HR
Aspire HR is the largest SAP partner focused exclusively on the unique needs of the HR marketplace. With a passion for eliminating risk in human resource technology implementations, Aspire HR has revolutionized the SAP HR industry with world-class packaged software solutions tailored for our client's specific needs, experienced and knowledgeable consultants who are full time employees, and remote development from our Dallas Delivery Center of Excellence. Aspire HR is recognized by SAP as an authorized Services Partner, an exclusive distinction reserved for elite-level service providers. SAP HR services include E-Recruiting, E-Learning, ESS (Employee Self Service), MSS (Manager Self Service), and SAP upgrades/reimplementations, as well as traditional SAP HR implementation services such as payroll, benefits, time management, and full historic data conversions.
For more information, please visit www.aspirehr.com or call 214-880-0099.



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Rideau Recognition Solutions deemed one of the countrys fastest growing companies

Montreal, Quebec and New York, NY, June 2nd, 2008 – PROFIT Magazine has listed Rideau Recognition Solutions, leader in online recognition programs, as one of Canada's fastest growing companies for three years straight.

Ranking Canada's Fastest-Growing Companies by five-year revenue growth, the PROFIT 100 profiles the country's most successful growth companies. Published in the June issue of PROFIT and online at PROFIT100.com, the PROFIT 100 is Canada's largest annual celebration of entrepreneurial achievement.

The magazine also profiled Rideau, showcasing its ability to skilfully overcome challenges and adapt to new situations to achieve significant growth.

"The PROFIT 100 are role models for anyone who wants to expand their business domestically or internationally," says Ian Portsmouth, editor of PROFIT. "All entrepreneurs can take great lessons from the product development, human resources and marketing practices of Canada's Fastest-Growing Companies."

Today Rideau employs over 210 people and has grown 301% over five years. Rideau's growth is due in great part to its dedication to its technology department: over the past 15 years, the company has invested significant resources in revolutionizing the solutions companies use to recognize their employees and customers. By leveraging Rideau's technology solutions, companies can increase desired behaviors and drive business performance.

Rideau continues to evolve their solutions with a focus on embedding them into the tools that people use on a daily basis. Rideau has recently acquired an additional facility to accommodate their growing technology department.

Peter Hart, Rideau CEO, said of Rideau's achievements, "I'm so thrilled; this shows just how much all of our hard work's paid off. I believe one of the reasons we've been able to accomplish what we have is because our team is totally focused on building better business relationships between our clients, their customers and their employees."

Rideau has managed to effectively overcome the obstacles often encountered by rapidly expanding businesses, ensuring Rideau's future success. Rideau continues to be committed to offering the finest service along with first class recognition, performance, corporate merchandise and customer loyalty programs. Rideau is dedicated to its work and is always looking for different innovative ways to deliver its services.


Click here for our ranking


Click here for Rideau's Profit profile

About PROFIT Magazine
PROFIT: Your Guide to Business Success, is Canada's preeminent publication dedicated to the management issues and opportunities facing small and mid-sized businesses. For more than 25 years, Canadian entrepreneurs across a vast array of economic sectors have remained loyal to PROFIT because it's a timely and reliable source of actionable information that helps them increase their revenues, boost their profitability and get the recognition they deserve for generating positive economic and social change. Published six times a year by Rogers Publishing Ltd., PROFIT is distributed almost exclusively to the chief executives of companies with 5 – 250 employees and annual revenue of $1 million to $25 million, reaching more than 300,000 readers across Canada. Visit PROFIT online at www.PROFITmagazine.ca.


About Rideau
Rideau's Technology Enabled Services enhances all of the relationships that impact business performance through a comprehensive suite of rewards and recognition products. Rideau's Human Capital Management (HCM) offerings include performance awards that reinforce excellent work habits and celebrate achievement and service awards that commemorate loyalty. It's a unique, bundled approach that has caught on among many of the Fortune 500 and leading HRO providers. From RBC to Boeing and from H&R Block to Bell Canada, global businesses of all sizes use Rideau's rewards and recognition solutions to reduce turnover and engender loyalty. For more information, please call 1.877.789.0449, extension 242.


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Sapien Selected by Brooks Instrument for Global HRMS and Recruitment Following Acquisition by American Industrial Partners

Morristown, NJ—June 9, 2008—Sapien Software, the on-demand HR services company that combines transactional and strategic HR in one global solution, today announced that Brooks Instrument, LLC, a world-leading supplier of flow measurement and control devices to the low flow application market, has selected Sapien for Global HRMS and Recruitment solutions. Brooks, headquartered in Hatfield, PA with manufacturing locations, regional sales and service offices in the Americas, Europe and Asia, was acquired by AIP Capital Fund IV L.P., on December 31, 2007.

According to James Boyko, VP of Sales and Account Manager on the Brooks initiative, Sapien had the ability to offer Brooks a global solution and could promise to be up and running quickly because of its experience with other companies in similar life-changing event situations. "We totally understand the needs of companies being acquired or divested. That corporate transition is something that we have helped many companies navigate from a human resource standpoint." He added, "From collecting and loading all of their global data from PeopleSoft, to building an interface with Ceridian, to planning the implementing and training on benefits administration and more, we have been with Brooks every step of the way."

About Sapien, LLC
Founded in 2004, Sapien Software is one of the most progressive, competitive and innovative providers of on-demand HRMS and HCM software resources, and of Human Resource Augmentation (HRA) services, and is emerging as the leader in the global evolution of HR solutions. Built on the SaaS platform, Sapien combines comprehensive HR management and planning functionality with the latest Internet and workflow technologies to help transform the way companies manage their HR functions. Sapien services a worldwide client base from its headquarters in Morristown, NJ. More information is available at www.sapiensoftware.com


About Brooks Instrument, LLC.
Brooks Instrument is a world-leading flow measurement and control instrument provider, with headquarters in Hatfield, PA USA, and manufacturing locations, regional sales and service offices in the Americas, Europe and Asia. Brooks products include glass and metal tube variable area meters (rotameters), thermal mass flow meters and controllers, Coriolis mass flow meters, controllers and transmitters, pressure control products, and a variety of flow accessories. Since its founding in 1946, Brooks products have supported the growth of dozens of industries from biopharmaceuticals, oil and gas, fuel cell research and chemicals, to medical devices, analytical instrumentation, semiconductor manufacturing, and more. More information is available at www.brooksinstrument.com








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Achilles Group to Conduct Small Business Recruiting and Retention Workshop in Houston Small business executives looking for their share of top tale

Achilles Group to Conduct Small Business Recruiting and Retention Workshop in Houston

Small business executives and managers looking for their share of top talent should participate in "Recruiting and Retaining Top Performers" Houston workshop

HOUSTON, TX (June 6, 2008) – The workshop is designed for executives and managers looking for their share of top talent in today's Houston economy. The workshop, entitled
Recruiting and Retaining Top Performers" will cover hiring trends and best practices as well as provide an opportunity for executives and managers to hear from several leading Houston firms as to what is working for them.

Where:
Dave and Buster's
6010 Richmond Ave
Houston, TX 77057

When:
Thursday, June 12th
4:25 p.m. — 6:30 p.m.

This workshop is for small business executives and managers that are seeking out better ways to recruit and retain star talent. You will have the opportunity to speak with other small business executives as well as hear how others are tackling their talent issues.

Key topics covered during this workshop will include:
* Houston Hiring Forecasts and Trends;
* Cost-Effectively Finding and Attracting Top Talent;
*Tips, Tools, and Techniques That Can Be Applied To Your Business;
* How Leading SMBs Are Tackling Their Workforce Challenges;
* Top 10 Most Common Hiring Mistakes Managers Make; and
* Top 10 Retention Mistakes & What Your Company Can Do About It.

To register for the workshop:

target="_blank">http://www.achillesgroup.com/event_rr_houston.php
*The workshop is only available to the first fifty (50) registrants.*


About the
target="_blank">Achilles Group Executive Series:
Whether you're a current customer or an executive exploring your options, Achilles Group's executive seminars provide valuable information and real-world examples to meet your workforce needs. In addition to hearing a third-party industry leader speak on recruiting best practices you will get the opportunity to mingle with recruiting and retention experts as well as other Houston small businesses.


About the Speaker: Gary O'Neal
Achilles Group is proud to present Mr. Gary O'Neal from Coolhires Ltd. He will speak on how to effectively get more than your company's fair share of the top talent. In 2000, after a successful career in the technology industry that included time at NASA, Gary O'Neal had a passion for building successful organizations by identifying, hiring, and retaining the best talent in the industry. The problem was that very few firms approached this task with a systematic methodology that would provide consistent results. And even fewer recruiting and staffing firms were willing or able to establish the long-term strategic relationships with their clients that could solve anything more than their "hair on fire" needs. So, in 2000, O'Neal formed Coolhires Ltd. to revolutionize the recruiting industry.


About Coolhires
Coolhires is a Managed Recruiting Services firm that provides outsourced recruiting services (RPO) and recruiting consulting and training. By aligning our client's hiring strategy with their business plan, Coolhires shifts from a traditional transaction-based vendor to a professional services-based partnership.


About Achilles Group
Achilles Group (www.achillesgroup.com) becomes the HR Director for small and mid-sized businesses with 25-2,000 employees. Through a
target="_blank">HR Shared Services model, Achilles Group provides human capital expertise for about half the cost of hiring an internal HR director. Typical clients include executives looking for an alternative to building an HR department and companies outgrowing their current HR capabilities.

Started in 2002, Achilles Group provides
target="_blank">strategic HR services in support of business goals for more than 17,000 client employees in over 30 states.

Media Contact:
Charles Bedard
281.469.1800

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listed above.

White Paper Discusses the Role of Executive Coaching in Todays Business Environment

Parsippany, NJ – June 4, 2008 – In today's business environment the forces of globalization, technology and virtual teamwork require additional competencies of leaders. Previously, leadership was focused on unilateral management and dictatorial authority. Today, business leaders are focused on team success, persuasion and influence with an emphasis on coaching over managing.

A.J. O'Connor Associates released a white paper focused on the benefits of
coaching executives to obtain a competitive advantage in today's business environment. "Coaching—Not Only for Athletes: Leveraging Talent for Competitive Advantage" covers key topics in coaching, including coaching models, coaching selection and coaching metrics.

The complimentary white paper can be downloaded at http://www.ajoconnor.com/whitepapers.html.

"Coaching impacts a company's performance by strengthening the business' most fundamental competitive advantage – its executive talent," said Andrew J. O'Connor III, president of A.J. O'Connor Associates. "As the business environment continues to evolve, A.J. O'Connor continues to evolve its practices to meet the unique needs of our customers."

Executive coaching, once reserved for leaders in top echelons, is now provided to middle managers, team leaders, change agents, human resources professionals and others who are intimately involved in large-scale organizational change management. As a result, coaching is playing a key role in many organization's talent management programs and is closing the gap between current skill sets and the skills and competencies that will be needed, as work environments continue to grow in complexity.

The white paper also includes two case studies that illustrate how A.J. O'Connor Associates has coached executives to positively impact the executive's career path and their respective organizations. To download the complimentary white paper, "Coaching—Not Only for Athletes: Leveraging Talent for Competitive Advantage," visit http://www.ajoconnor.com/whitepapers.html.

About A.J. O'Connor Associates
Founded in 1983, A.J. O'Connor Associates is a recognized leader in providing human capital solutions. Specifically, the company offers executive assessment and coaching, leadership and organizational development and career transition services to Fortune 500 and mid-sized companies. A.J. O'Connor is headquartered in the New York metropolitan area and has a worldwide presence. For more information, visit http://www.ajoconnor.com/.

Media Contact:
Adriana Saldana
Fisher Vista, LLC / HRmarketer.com
831-722-9910
asaldana(at)hrmarketer.com



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Lucas Group will be Co-Sponsoring an Executive Diversity Career Fair in New York City, NY Attracting More Than 1,000 Candidates

Lucas Group, an executive recruitment search firm, will be co-sponsoring the
Executive Diversity Career Fair on June 10th, 2008, attracting more than 1,000 candidates.

It is co-sponsored by CareerJournal.com, The Wall Street Journal's site for executive and C-Level candidates and recruiters. CareerJournal.com created these fairs as a way to help diversity candidates and women, who have been underrepresented as companies seek to recruit senior-management talent.

This recent event is one of a series of Executive Diversity Career Fairs being held across the U.S. The fairs offer candidates the opportunity to interview with a range of top companies in a professional setting, as well as attend free career-management seminars and have their resumes critiqued. CareerJournal.com and Lucas Group's Executive Diversity Career Fair is the only executive-level diversity career fair in the nation.

As more companies realize that hiring a diverse executive team gives them a competitive advantage, they turn to both the Lucas Group and CareerJournal.com as the best source for identifying and recruiting those candidates.


About Lucas Group
Lucas Group is one of the nation's largest executive recruitment firms that built a reputation for successfully providing human capital placements in multiple markets and industries. The search firm has increased its reach, while maintaining a commitment to high performance and unsurpassed industry knowledge. Lucas Group focuses on recruiting top executives in management, advertising/marketing, sales, accounting, manufacturing, legal, military personnel transitioning and technical positions across all major industries. With offices nationwide and its expansion into Europe, Lucas Group performs search assignments for Fortune 100+ companies, as well as regional businesses and entrepreneurial firms.



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ERC DATAPLUS AND WALTON MANAGEMENT ANNOUNCE STRATEGIC ALLIANCE

Norwalk, CT. --- (June 3, 2008) --- ERC Dataplus, Inc., a leading Human Resource technology company, and Walton Management Services, Inc., a leading provider of hiring tax credit incentive services, today announced that they have formed a strategic product development and marketing alliance and each has designated the other as their Preferred Solution Provider. Clients of each company can now have an integrated, state-of-the-art, applicant qualification tracking and tax incentive capture system to maximize the opportunity for selecting better candidates and earning tax credits through the Work Opportunity Tax Credit (WOTC) and Long-Term Family Assistance (LTFA) programs, while not incurring any additional cost for the integration.

"The diverse group of clients served by ERC and Walton Management covers large employers, particularly in the hospitality, retail, manufacturing, distribution, transportation and financial services sectors. This alliance will expand the reach of both companies," commented Paul Rathblott, CEO of ERC. Mr. Rathblott, brings an added expertise to this new venture having been the founder of JOBS, an employer consortium, dedicated to continuing federal hiring tax incentives aimed at reducing joblessness among the chronically underemployed. He added, "We constantly search for opportunities to enhance our products and services in order to deliver the best solutions to our clients. Designating Walton Management as our Preferred Tax Incentive Partner allows us to deliver the most complete recruiting and selection tools available today, something that our clients have come to expect from ERC."

Fred Stiftel, Walton Management, President, said, "This partnership provides comprehensive services for our clients who need to automate their recruiting and selection processes for hourly, high volume hiring, in addition to their lower volume exempt hiring needs with one, integrated system. Coupling our nearly thirty years of program experience and turnkey solution with ERC's Selectech® Workforce Management System will now allow us to offer those clients a complete, end-to-end solution. We selected ERC as our Preferred Solution Provider after looking at a number of ATS systems. ERC's Selectech Workforce Management System allows us to provide our clients with one system that can address their high volume needs where tax incentives are most available, as well as for exempt which are generally lower volume positions."

About Walton Management Services, Inc.

Walton Management Services, Inc. (WMS) is a national practice of federal, state and local tax specialists, whose sole business is The Business of Business Incentives™. WMS identifies, secures and administers valuable government incentives for clients, thereby improving their financial performance and reducing their effective tax rate. From Fortune 50 corporations to mid-size and small proprietors, WMS has secured millions of dollars for clients.

WMS will perform a comprehensive portfolio analysis to identify opportunities including: WOTC and other Federal Hiring Credits, Federal Empowerment Zones/Renewal Communities, State Enterprise Zones, Sales Tax Reductions, Exemptions and Refunds, State Point of Hire Credits, Jobs Tax Credits, Job Training Credits, and Site Location Services.

To learn more about Walton Management, visit www.waltonmanagement.com or call 1-800-221-0832 x39.

About ERC Dataplus

ERC Dataplus delivers Web-based HR management solutions that help private and public sector organizations improve their hiring processes and results. Since 1993, ERC has enabled leading financial service firms, call centers, retailers, hospitality organizations and Fortune 2000 companies to automate and enhance their employee recruitment, selection, development and retention.

ERC's comprehensive solutions help manage the entire hiring process from applicant pre-qualification, assessment and interview coordination through on-boarding. In addition to saving time and limiting administrative burdens associated with high-volume employee recruiting, ERC solutions improve the quality and quantity of qualified candidates, reduce turnover, fill openings more quickly and provide analytics that allow organizations to better manage and measure all hiring-related activities.

ERC also offers post-hire HR technology through its performance management and multirater assessment applications, talent inventory management, and employee surveys (new hire, exit and climate surveys).

ERC's applications are modular in design and easy to use allowing clients to select what they need, when they need it. To learn more about ERC and its portfolio of cost effective staffing solutions, visit www.ercdataplus.com or call 1-888-ERC-CORP (372-2677).



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New HRmarketer.com eBook: How to Reach and Engage Human Resources Buyers and Convert Them to Leads

Capitola, Calif. / June 4, 2008 – HRmarketer.com has released a new eBook that guides suppliers of human resources (HR) products and services through a
three-step process to achieve increased publicity, web site traffic, improved SEO and greater sales leads.

The eBook walks HR suppliers through a proven framework pioneered by the HRmarketer Services Group, the leading provider of marketing and PR services in the human resource industry. The framework, called the Marketing PR Lead-Gen Process(sm) is a three-step process focusing on infrastructure, content and promotion - paying heed to both traditional and Web 2.0 marketing and public relations principles.

"I've personally witnessed the success of this process with hundreds of human resource suppliers who subscribe to HRmarketer.com," said Mark Willaman, author of the eBook and founder of HRmarketer.com. "In fact, when the proper steps are correctly followed, we have not seen a single instance when it has not worked."

The complimentary eBook is available at http://www.hrmarketer.com/home/SellingToHR_HRmarketer_eBook.pdf and requires no registration or forms to be completed for download.

Chapters include:

- Step One: Strategy, Messaging and the Search-Optimized "Marketing" Website
- Step Two: Content. Content. Content.
- Step Three: Promotion
- Integration With Other Marketing Activities
- Putting it All Together: Sample Six-Month Marketing and PR Plan

The non-promotional eBook also includes an abundance of practical examples, useful tips and other information that can be put to immediate use to begin increasing a company's visibility, web site traffic, sales leads and improve its web site search engine rankings.

About Fisher Vista, LLC
Fisher Vista, LLC is a marketing and information services firm focusing on the human capital and senior care industries. The company's flagship product, HRmarketer.com, is the No. 1 online marketing and PR service in the human resources industry, helping HR suppliers generate publicity, website traffic, sales leads and improved SEO. SeniorCareMarketer.com is scheduled for launch in early 2008 and will achieve similar results for companies selling products and services relating to the aging of America.

Download the free eBook by visiting http://www.hrmarketer.com/home/SellingToHR_HRmarketer_eBook.pdf



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Dude, Wheres My Appraisal? Halogen Selected by The Motley Fool for Employee Performance and Talent Management

OTTAWA, ON – June 2, 2008 – Halogen Software Inc., a leading provider of web-based
employee performance and talent management software, today announced that it has been selected by The Motley Fool to provide an employee performance and talent management system for the investment services company's employees, managers and human resources professionals.

The Motley Fool wanted its HR processes to keep pace with the attitude and feel of the company's business and culture based on flexibility, respect and an absence of pretension. Company employees are known as "Fools" and the culture is reflected in the organization's editorial style as well as the way employees are treated on a daily basis – with a mission-driven sense of purpose and fun. Following a thorough selection process assessing solutions from multiple vendors, the HR team selected Halogen's Employee Performance and Talent Management Suite.

"Halogen's solution was highly intuitive and provided us with the flexibility to configure the system to meet our unique cultural needs," said Angelique Keenley, Director of Human Resources at The Motley Fool. "Respecting and maintaining our corporate culture is a priority for all of our HR programs, so being able to adapt the solution so it fits with our language - using greetings and reminders like "Hey, Fool" and "Dude, you're late" - was a plus. Based on
customer references we were confident that the Halogen solution would be easy to roll out and configure."

Tight integration of Halogen's employee performance appraisal software with its compensation management and succession planning software will enable The Motley Fool to execute on key elements of organization's HR strategy for 2008. Halogen eSuccession will be used to manage the process of identifying high performers as well as improving retention strategies. "Now with an automated process we will be able to get an accurate data point on everyone's performance and use that as the basis for further succession planning initiatives," explained Keenley.

About Halogen Software
A recognized industry leader with over 1000 customers worldwide, Halogen Software makes powerful, simple-to-use and affordable employee performance and talent management applications. The company offers a complete suite of web-based products that automate, simplify and integrate employee performance management, 360/multi-rater feedback, compensation management, succession planning and learning management. Halogen's offering makes HR best-practices accessible to companies of all sizes and its healthcare, financial services and professional services specific suites meet the unique needs of these industries. Halogen is consistently recognized by the industry and its customers for its exceptional implementation and support services, and has won multiple awards for its corporate leadership and product innovation, including HR Technology Product of the Year. For more information, visit www.halogensoftware.com
[www.halogensoftware.com].

-30-

Media contact:
Maggie Patterson
PR Consultant, Halogen Software
T: 613-989-1866
E: e-mail protected
from spam bots



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Lucas Group Announces Additional Military Hiring Conferences in Atlanta, GA and Houston, TX in the month of June

Lucas Group, an executive recruitment search firm, announced additional upcoming Military Hiring Conferences for the end of the month in June. They will be held in Atlanta, GA and Houston, TX. The conference dates are:

June 2008
16-17 – Washington, DC
19-20 – Chicago, IL
19-20 – San Diego, CA
23-24 – Norfolk, VA
27-28 – Atlanta, GA
27-28 – Houston, TX

Lucas Group's
target="_blank">Military Hiring Conferences are avenues for companies seeking former military as part of their hiring initiatives. These are invitation-only events that give progressive companies an opportunity to proactively interview the U.S. Military's best leaders. Candidates are rigorously pre-screened and hand-selected for each company they meet. Military members leaving service are natural leaders with proven capabilities, experience and dedication.

Lucas Group pioneered the Military Hiring Conference forum and has conducted them for over 38 years in cities across the country. The search firm screens more than 10,000 military service members annually to identify and place the best and brightest junior military officers (JMOs) and senior military officers (SMOs) into leadership and technical positions across all major industries.

Corporate clients and military members interested in attending the conference should register online at
target="_blank">www.lucasgroup.com/military.


target="_blank">About Lucas Group
Lucas Group is one of the nation's largest executive recruitment firms that built a reputation for successfully providing human capital placements in multiple markets and industries. The search firm has increased its reach, while maintaining a commitment to high performance and unsurpassed industry knowledge. Lucas Group focuses on recruiting top executives in management, advertising/marketing, sales, accounting, manufacturing, legal, military personnel transitioning and technical positions across all major industries. With offices nationwide and its expansion into Europe, Lucas Group performs search assignments for Fortune 100+ companies, as well as regional businesses and entrepreneurial firms.



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Secure Talent Now Offering Payroll Services to Canadian-based Clientele

SAN FRANSCISCO, (June 3, 2008)—Leading through innovation, 1099 compliance and payrolling firm Secure Talent now extends payrolling services to its clients in Canada through a strategic partnership with international professional services firm, ASG Renaissance.

Increasingly, clients of Secure Talent look to the company as a trusted source for finding reliable services for their businesses in Canada. Striving for flexibility in solutions, Secure Talent set out to partner with a business that would serve its international clients with complete confidence.

"When looking for a partner to support our clients' interests in Canada, it was very important to form an alliance with a company as passionate about providing quality in service as we are," says Jeff Phelps, founder and president of Secure Talent. "ASG Renaissance is well-established and well-respected, and we're very proud of our newly forged partnership."

Sharing the sentiment is president of ASG Renaissance, Laurie Bradley, who says ASG is selective when forming partnerships and makes certain the potential partner has a similar business philosophy. "Quality, commitment to innovation and integrity are the cornerstones of ASG and Jeff Phelps and the Secure Talent team share these values," says Bradley. "Each transaction with Secure Talent reaffirms we made the right choice in selecting this team as a business partner."

Serving small businesses and Fortune 500 companies alike, ASG Renaissance specializes in a breadth of professional support for a variety of industries in the United States and Canada. As a partner of Secure Talent, ASG Renaissance acts as an extension of Secure Talent's complete payrolling services.

"ASG and Secure talent share common business processes supported and enhanced by a formal and rigorous quality system, so transitioning clients is quick and seamless," says Bradley. "Both ASG and Secure Talent work in concert to ensure that the client's business continues without interruption and the partnership between our firms delivers 'best in class' services on both sides of the border."

As for the future of Secure Talent and ASG Renaissance's partnership, Phelps says this is just the first of many opportunities to serve clients of both companies with innovative solutions. Bradley agrees, saying "our partnership is well positioned to accelerate the growth of our respective firms and deliver competitive advantages to our clients in this very tough business climate."

About Secure Talent
Headquartered in San Francisco, Calif., Secure Talent, Inc. offers nationwide 1099 compliance and complete payroll services. Its parent company, Eplica, Inc., is a provider of "back office" services for staffing companies across the United States. For more information about Secure Talent, please visit www.securetalent.com. For more information about Eplica, please visit www.eplicaservices.com.

About ASG Renaissance
ASG Renaissance is an international professional services firm that provides integrated marketing communications, human capital, consulting and diversity services to a wide range of clients in the automotive, alternative energy, higher education, defense, healthcare, construction, government and non-profit sectors. Founded in 1987, ASG Renaissance is a woman and Hispanic-owned, ISO 9001: 2000 certified firm with offices in Michigan, California, Washington D.C., South Carolina and Ontario. For more information, please visit http://www.asgren.com.

###



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Nobscots New RIF Manager Helps Companies Cope with Layoffs

HONOLULU (June 3, 2008) ---
Nobscot Corporation today released RIF Manager, a Web-based survey and reporting tool designed to assist companies in recovering from downsizing. The product combines automated exit interviews, surveys of surviving employees, risk assessment, a severance calculator and a variety of other capabilities intended to help organizations deal with the repercussions of reductions in force (RIFs).

Using the methodologies developed for Nobscot's highly regarded
WebExit exit interview management system, RIF Manager includes online questionnaires that provide feedback on the perceptions of departing employees, identify important unfinished projects, measure the morale of the survivors, and solicit input on steps that must be taken to fill the gaps left by employees whose positions have been eliminated. Questions can be customized for each organization, and reports can be generated with a click.

To assist with the RIF process itself, the software also includes tools for quickly analyzing the gender, race and age of laid-off personnel for risk management purposes; a pre-built spreadsheet for calculating individual and overall severance packages; and a central location for housing information on outplacement resources, pension plans and other material helpful to those who have lost their jobs.

In addition, RIF Manager includes a "rebound recruiting" module to set the stage for rehiring high-performing employees in the event that positions can be restored. The module provides a system for tracking and contacting these employees as needed.

The package was developed to accommodate an expected increase in layoffs this year. In January, employment consulting and legal firm Career Protection predicted a 37% increase in 2008 layoffs compared to 2007, based on a survey of more than 1,300 corporate executives and senior level officials.

"Companies that restructure routinely provide outplacement services for the people they let go, but they frequently neglect to take the pulse of the remaining employees to figure out how best to move forward. That's a major reason we developed RIF Manager," said Nobscot CEO Beth N. Carvin. "It provides an easy way to gauge the mood of the survivors, evaluate new organizational needs, and determine how well you handled the RIF process itself, as well as a suite of tools to support those who are laid off. It can smooth the way for the transition to the new corporate mission, whatever that may be."

RIF Manager can be set up and activated in less than two weeks and is available for one-time or ongoing use. Pricing is based on the RIF size and number of employees affected.

About Nobscot Corporation
Nobscot Corporation is the pioneer in exit interview management software designed to automate the exit interview process and help identify reasons for employee turnover. WebExit, the company's flagship product, is the gold standard for exit interview automation. It is used by organizations in over 20 countries and received a prestigious Top 10 HR Products of the Year award from HR Executive Magazine. For more information, visit http://www.Nobscot.com.




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STAROUNDTABLE ANNOUNCES 2008 EDUCATIONAL ACADEMIES SCHEDULE

LONG BEACH, Calif. – June 2, 2008 – The
target="_blank">Strategic Talent Acquisition Roundtable (STARoundtable) today announced its 2008 schedule of Corporate Recruiting & Staffing Leadership Academies. This fall staffing and recruiting professionals seeking to improve their leadership skills will have three opportunities to participate in the highly specialized educational workshops at one of the nation's premier universities. This year's schedule offers the following sessions:


target="_blank">Corporate Recruiting & Staffing Leadership Academy
 Los Angeles: Tuesday, Sept. 30, 2008 - Pepperdine University, Westside Conference Center (Culver City)
 Chicago: Tuesday, Oct. 7, 2008 - University of Chicago, Graduate School of Management, Gleacher Center (Downtown Chicago)

target="_blank">Hospitality Recruiting & Staffing Leadership Academy
 Orlando: Monday, Sept. 22, 2008 - University of Central Florida, Rosen College of Hospitality Management

All workshops begin between 8-8:30 a.m. and conclude at 5 p.m.

During these full–day intensive workshops recruiting and staffing professionals will learn and discuss such critical topics as: best practices for organizing, managing, motivating, measuring and leading a recruiting and staffing team; metrics executives and hiring managers care about the most and how to interpret and implement them; how to translate data from workforce planning into staffing strategies; and learning how to build a consultative recruiting culture.

Each Leadership Academy will be co-lead by three principals from
target="_blank">Riviera Advisors, a premier global human resource consulting firm. With a combined 50-plus years of real-world experience, that involves leading and managing corporate recruiting functions, these uniquely qualified experts will share their own successes and failures, while also providing proven solutions for today's recruiting leaders.

"There is a serious gap in professional development opportunities for professionals who will be asked to lead or are already leading staffing and recruiting functions at their organizations," said
target="_blank">Jeremy Eskenazi, principal of Riviera Advisors. "There is a lot of training to teach recruiters how to become better at recruiting, but there is a significant educational void for professionals seeking to become leaders. The STARoundtable Academies are an important professional development resource that can significantly fill that void."

Each workshop uses a module format. Some modules are presented seminar style, while others are roundtable discussions. With small groups of 30-50 professionals per session and with the input of Riviera Advisors' experts, the Academies naturally create dialogue between leaders, as well as extensive opportunities for an exchange of ideas and tabletop discussions.

The program has been approved for 6.25 recertification credit hours towards PHR, SPHR, and GPHR certifications through the Human Resource Certification Institute (HRCI).

The tuition for participation, which includes breakfast and lunch, is $995 per person. Space at each Academy is limited and discounts may be available for participants. To register for a
target="_blank">STARoundtable Recruiting and Staffing Leadership Academy or for more information, please visit
target="_blank">http://www.staroundtable.com or call toll free (877) 201-STAR.

About
target="_blank">STARoundtable
The STARoundtable is a powerful facilitated member community designed specifically for corporate and organizational recruiting and staffing leaders. The STARoundtable offers highly structured, professionally facilitated discussion and workgroup sessions focused solely on the challenges and opportunities of leading recruiting and staffing inside of organizations. In addition, the STARoundtable offers powerful access to tools, resources, and research reports on staffing and recruiting leadership and subjects driven by STARoundtable members. Regionally aligned throughout the U.S., there are currently three STARoundtable groups, and the membership of each STARoundtable group is made up of only members from that region. Membership is by invitation only. The STARoundtable also produces powerful educational events and workshops on staffing and recruiting leadership that are open to the public. STARoundtable is managed by
Riviera Advisors, a premier global human resources consulting firm that specializes in helping organizations develop stronger internal recruiting and staffing capabilities. For more information visit
target="_blank">STARoundtable .



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viaPeople, Inc. Announces 360 Degree Feedback Software for the Assessment of Teams

Princeton, NJ – June 3, 2008 - viaPeople, Inc., a leading human asset management software and consulting services company, announced today the launch of a premier software product for using their best-in-class 360-degree feedback tool to evaluate the performance of teams. This new product was developed to meet increasing organizational needs for a comprehensive approach to providing developmental and performance feedback to the leadership and members of teams.

Utilizing the 360-degree feedback process for team assessment is a process where multiple people provide performance feedback to a team or group. This new software product takes 360 degree feedback to the next level by providing a multi-dimensional view of team performance.

•Team members receive feedback on their own individual strengths and development needs as observed by their fellow team members.
•Team leaders receive feedback on the impact that their leadership skills have on team performance.
•The entire Team is provided with unique insights into the ways which they can improve collaboration and team functioning.

Organizations that are looking to build high performance work teams, target communication issues within or outside of a specific group, and/or build collaboration among team members will benefit from this new approach.

"Organizations are increasingly forming self-managed work teams, virtual groups, and business units where team members must interact collaboratively across organizational and geographic boundaries. Managers are seeking ways to support these collective efforts and provide performance feedback at the team level" says Amanda Seidler, Ph.D., Senior Consultant at viaPeople, Inc. "This allows our clients to provide teams with feedback from both internal and external group members on the strengths and weaknesses of the team, the team leader and team members. In addition, team members and team leaders can simultaneously be assessed as a part of multiple teams," adds Seidler.


The new team 360 solution includes survey items specifically designed to measure the most critical team-based leadership qualities and competencies, including collaboration, communication, customer orientation, empowerment and inspiration. The assessment process is conducted using viaPeople's flagship 360-degree feedback system and includes robust reports that clearly pinpoint strengths and opportunities for performance improvement.


About viaPeople, Inc.:
viaPeople, Inc. is a human asset management software and consulting services company.
By combining the science of Industrial Organizational Psychology and an advanced, fully
integrated technology platform, viaPeople, Inc. offers the time savings and cost efficiency
of online implementation, the flexibility to customize to a client's specific needs, and the
domain knowledge to help clients measure and improve the return on their investment in
human capital. Visit viaPeople, Inc. at http://www.viapeople.com.



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